If the terminated worker wishes, she can release her frustrations and "tell off" management. (See Chapter 7 for how to separate for insubordination.) Employment termination Made Easy. Even if you're not the one who has suggested the lay off, you may quickly have to create a termination letter that covers all points before security escorts the employee off firm property. Also, send a physical copy of the warning to the employee's home by registered mail with "return receipt requested." This will prove the employee got the warning. Although it is difficult, the worker and the personnel, you can get through it by following a standard process.

Before becoming overwhelmed with the thought of dealing with insubordinate employees, consider the following tips to aid you on your way. For some terminations, you have the legal right to separate right away. As a sole proprietor, you have to remain objective as you collect information in the exit interview. Dismissing a worker for sexual harassment is not as easy as one might think. Be aware that employee disobedience can severely damage your small company. Before you sack anyone, you should determine the chance the jobholder will sue you. Keeping a worker around because they make promises and show improvement for a short time before problems resume is just prolonging the bad work environment and stress and strain on you and the other workforce in the workplace. Be clear, you still have a problem as this jobholder is probably a difficult individual to manage, but this is not a case of insubordination. And it allows employers to hire as well as layoff workers for any reason - at least as long as you're not violating any other laws in doing so.