Also, every audience is expecting you to be fair and reasonable with the insubordinate worker. Don't make this oral notification threatening. This papers then becomes a legal document that supports you in court. (Undoubtedly, when your business already has policies and procedures about layoffs, these supersede the list below.) 4) The attorney (or the worker with the lawyer's coaching) calls you and asks for more. He knows both you and the worker are not attorneys-at-law and won't expect you to act like one. How do I conduct worker investigations before layoff? Gross gross misconduct is more severe. And, your layoff memorandum will be a key document since it should make clear the specific reason for the lay off. Gross misconduct in itself is the refusal by an employee to follow a valid instruction from an individual in the worker's chain of command. If the jobholder fails to upgrade after a series of warnings, then it is time for you to sack him or her.

This gives you a substantial legal document if the jobholder later decides to file a suit in court. If the individual refuses to sign then just note this on the memorandum and make sure you have a witness in the firing meeting. Lastly, if something in the bad individual's life is depressing her, now and then sending her off to a professional seminar or convention can work wonders for her spirits. If you have followed the proper procedures and have collected the right evidence, you incur no more risk by including the reason for dismissal in your memorandum. I call this meeting the "Survivors' Meeting" but you must call it officially a "Firm Meeting." This helps decrease the remaining workers' feelings of guilt.