However, if you're going to layoff 500 or more workers at any one location, you also should give a 60 days notice. Insubordination problems at work may be either passive or active. In Montana, the law requires any lay off to be "for good cause." But as you learned in the last chapter, federal and state governments and judges have created over 30 laws preventing employers from sacking for illegal reasons. For WARN to affect a business, there should be 100 or more personnel. And, whoever signs the agreement for the company should be someone who can lawfully create firm contracts.

A pattern of this behavior includes workforce 'forgetting' things they've been asked to do or "not hearing" your directives. While this may seem harsh, the worker's termination is frequently best for you and the company. If you make reasonable accommodations and the employee still can't do the job, you can still dismiss her for bad performance. At the end of the dismissal meeting, the form should be complete and both parties should fully understand why the firing occurred. If you decide the jobholder violated a insubordination rule, you can terminate him right away. He may be the kind of person who lives to aggravate others. In such cases, the reasons for the dismissal may include intoxication on-the-job, violence, verbal abuse, sexual harassment, and gross misbehavior. (You can get more information about how to handle difficult firings including firing pregnant employee here.) Laws differ by state, but each state still carries the same ideas about dimissing pregnant employees. If this had been a memorandum of separation owing to a reduction in force then this section would be replaced by economic information that led up to management's decision to reduce the force.