However the worker disobedience occurs, you should be confident in your approach and prepared to deal with it. o He never gave me a chance to upgrade. If you don't have enough documentation or properly recorded papers, you can not build a strong case to back up your termination decision. It is important for there to be at least two business representatives, you and another worker, present during the lay off meeting. For example, if the jobholder is on notice for excessive personal phone use and he ignores the warnings, you'll probably separate him within 1 1/2 weeks. If the employee signs a release in return for your standard package, her legal adviser will have a field day. Even worse, as your other personnel notice the difficult employee is "getting away" with not doing what he or she is told, they will begin to show signs of gross misconduct and disrespect as well. If you have followed all these steps, it's terminating time. If you don't have any other employees, you might want to take the agreement to a notary for witnessing.

Follow whatever protocol your worker handbook spells out. Lastly, you can normally lay off right away for insubordination, except as I mentioned for long-tenured employees. A jobholder that is unwilling to change her or his work habits is likely to develop a negative attitude. Be sure to provide written documentation of what the employee returns both for the worker's records and the company's records. For example, if a worker punches you in the face, you might assume this is a clear case of gross misbehavior. Therefore a guidebook with all the information and answers to employment termination questions is a need for any company that employs even just one person.