Besides obviously listing these inappropriate behaviors, your worker handbook should state the disciplinary action that results from this misconduct. Be clear, you still have a problem as this jobholder is probably a difficult individual to manage, but this is not a case of insubordination. As a human resource person or small business owner, firing a employee should not keep you awake at night. Before you know it, you'll have an entire crew of bad employees rather than just one!

Before the end of day, you must return all firm property, including (here you should state everything the employee should return. When you have a insubordinate worker, you must carry out the jobholder lay off process appropriately. And while every termination is different, all separation notices should follow a similar format. Explain their problems, and the actions you want them to take. It is therefore important for the boss to boost the group spirit of the worker. In the military, service workforce are not obligated to follow wrongful orders and the same holds true in the civilian workforce as well. For example, you may discover the possibility of illegal discrimination. Even if you think the employee is ineligible for unemployment, you should tell him how to file anyway. Being tardy or absent are classic examples of minor misconduct. (Include date, time, place, eyewitnesses and how behavior has affected the manager, department and firm.) As her sense of self-worth grew, her difficult nature subsided.