They help show a pattern of problems for a quarterly review, or in the worst case scenario to support firing an employee. Anyone in a canceled job is on the "hit list." You must consider individuals on this list for the newly created jobs. Here are some other alternatives: If the worker is a poor performer, you should put the jobholder into progressive discipline and give him a chance to increase. Disobedience leads to low group spirit in the organization and reduces production, quality, and profit. In addition, you must draft a worker firing memorandum and conduct an exit interview. Here's your purpose as a manager. For example, a worker may be charged with driving under the influence while on FMLA. And, therefore the "real" reason should have been an unlawful one. If you have an insubordinate employee, you need to begin the method for separating immediately.

Have the employee sign the notification so there is a record that you did meet with the jobholder and presented the information detailed in the reprimand notification. In a recent Cornell University study, researchers found that how the company fired the worker was a major factor in any resulting suit. A Sample Memorandum of Insubordination: Helps You Stick To the Facts! By following this order of questions, you lead the terminated employee from anger to contrition. I have written this chapter from the perspective of involuntary separations (firings and lay offs). If the company does not have a legal organization, use an independent attorney-at-law. Also every worker should have a hard copy of these rules that discusses offenses that may result in immediate suspension or termination.