Give the original copy of the jobholder lay off letter to the employee while keeping a copy for your records. As you can see, the insubordinate individual gets 3 chances to increase before you separate her. An employee can still sue you for unlawful termination. To do this, draft a worker warning letter each time you have a problem with that individual. Unfortunately these will only provide basic information such as worker identification information, the action that required a warning, the time and date, and room for statement by the boss and worker. If you dismiss an employee for this particular misconduct you had better have evidence.

Another reason that companies use corporate outplacement service is to lessen the likelihood of a legal action. You must also have at least two more people sign the agreement as corroborators and as representatives of the small company. If the written reprimand does not change the jobholder's behavior, you can use it as documentation. Ideally, while you and the worker are in the dismissal meeting, these support groups will. It is far better to be safe than sorry when dealing with potentially bad personnel. At times, family crisis or other personal problems can cause a jobholder to lash out at their supervisors. And, if you're dimissing for an illegal reason, you'll at least know you're inviting a legal action. If it can be proved that this was your way of handling problem employees rather than an honest need to cut overhead, you may be doing the right thing for the wrong reason. Insubordination is the one place you can summarily separate an employee without worry. Instead of having parasites eat into your small company, you should take steps to save your firm.