In its simplest terms, insubordination is the failure of a jobholder to follow a supervisor's order. If you dismissed the employee for misbehavior, you must back this up with documentation. Like the warning meetings, you must document the dismissal method and obviously make clear the grounds for firing. Also, it should contain any useful phone numbers and applicable policies applying to this termination. Here are a few examples of how gross misconduct and worker problems can adversely affect the small business.

You must also avoid terminating someone before a holiday or vacation time, as juries see this as being insensitive and are more probably to reward for damages. And I told the difficult employee the effect of her terrible productivity on the department. Document the small business grounds for the termination. For example, the manager can rate the employee from a 1 to a 5 where 1 is an excellent employee and 5 is someone who needs continuous coaching and retraining. It also can prevent you from turning up on the wrong end of a unlawful dismissal legal action. As a supervisor or small business owner, you must consider putting the following items on an employee termination checklist. Here's an example of using progressive discipline for overwhelming misbehavior. If you don't inform a jobholder the reason for the termination, or if the lay off is about his conduct or productivity and you don't give him the opportunity to correct the behavior, you may have a improper termination claim on your hands. Be aware that an employee can use either these general or state specific exceptions to file a legal action. To do this, draft a worker warning notice each time you have a problem with that individual.