o The jobholder knew you could layoff him for violating the rule or instruction. Therefore, you must know how to fire an employee properly to keep yourself out of hot water. Using this substantiation, management, with the help of a Personnel representative, should decide what to do. Management should not consider a jobholder bad-behaving if he or she can't perform tasks contained in another employee's job description properly and safely. We have a sample notice of separation for an employee for you to review before you begin writing your own. Since an insubordinate employee thinks he or she makes the rules, you will discover the worker will also decide when he or she needs to work and will set his or her own work pace. o Escalating discipline is confidential and should only be between you and the bad employee. While at ABC Company, Sherry carried out several projects and assignments. Use these sample dismissal notices as a standard for drawing up layoff notifications for your business. The jobholder dismissal memorandum is key to this method. Since stopping reference interviews for "good" employees is almost impossible, you must give reference interviews for every employee (good and bad) following the guidelines in this chapter.

The more likely outcome is the jobholder ignores your warnings or only gives a halfhearted attempt to increase. The next best reviewer is the insubordinate individual's hiring manager. The incident could be a single act like the worker violating a safety rule or a result of lackluster productivity over a few weeks. With the law suit-happy legal atmosphere employees must deal with, it is important to understand exactly what gross misconduct is before taking any action for a worker's misdeeds.