If reprimands don't get through, you may have to separate the bad worker. Because the guideline lay off approach was so flawed, I developed the layoff Risk Estimate & Protection System(tm) (TREPS). In recent years, we've seen a trend in small business owners placing higher importance on having exit interviews with their sacked and outgoing workers.

(Certainly, you should document all this bad behavior when the meeting is over as it'll prove you were correct in separating her.) Don't take it personally and don't react to her taunting. Insubordination in workplace environments is a serious issue and if you do not deal with it effectively, it will cause many more problems. Don't let the imagination of the dismissed worker run wild with discrimination suit ideas. Tips On Dismissing Workers for Misbehavior. Even when firing an "at will" worker, the boss must exercise care in wording the rationale for the lay off. 1) How To layoff The jobholder Who Tells Lies. If you believe you're "laying off Joe," you might only read Chapter 11: "Program for Laying Off Workforce." In this case, you would make a mistake following this process for dimissing Joe, and not following the proper procedures and choices given in Chapters 9 and 10 for firings. A Sample Employee dismissal Letter for Theft of Misuse of Property. If you want to be rid of the "headache," then this should make you happy. Armed with your papers and your worker layoff later, you must then sit down with the employee and outline the grounds for the lay off. In addition, the services of a lawyer are costly. Lastly, sit down with the at will employee and discuss the layoff notification.