Typically, employers do not suspect these workforce of this behavior. 2) You have discussed your situation with your attorney and have gotten his opinion. If you decide gross misbehavior probably occurred, you should decide who should investigate. As a side note, there have been cases, tested in court in the United States, where workers refused to carry out a directive on religious grounds and their employers fired them for misbehavior. Veteran managers and Human resources personnel know that worker turnover is unavoidable. As a small company owner or Human resources Boss of a company or corporation, it is your responsibility to stop the disobedience right away and to take the suitable rehabilitative actions. For example, you can't sack someone owing to her race, religion, sex, age and so on. If you have an especially litigious employee, you should ask your employment attorney what the probably improper layoff award is. Be aware there is a difference between a jobholder's *failure* to carry out a direct order and a *refusal* to carry out a direct order. It reflects badly on you and the firm if the notice fails to communicate professionally.

And, the natural tendency of any boss is to put the dismissal out of mind as soon as possible and move forward. Even though your business has a layoff notice template, there is still room for mistakes. If you're laying off union workforce, you must follow the rules stated in the collective bargaining agreement. The Basics of Separating Employees. If you're separating the employee for drinking on-the-job, for instance, don't beat around the bush.