It should be a valid assignment within the bounds of reason and normal company process. Because of this, we're reorganizing the firm to meet these new challenges. And I told the insubordinate individual the effect of her poor productivity on the organization. Let me take a moment to discuss application of these laws and protections to small businesses. Having a sample memorandum of gross misconduct on file can help you through most gross misconduct issues. Lastly, the most common mistake I hear is something like, "We terminated Joe because he just couldn't get the job done." You now know this isn't a layoff because you're not firing Joe because of a business need. It's a good idea for all employers to have standard termination processes in place. Be aware that employee insubordination can severely damage the small business. Her representative must be a jobholder, and her legal defender can't be the representative. If not done properly, the memorandum can cause legal problems later. Step 2 in How to terminate Someone: Keep the employee Informed.

For high risk dismissals (where the jobholder will sue and you'll lose), you never "officially" fire the jobholder, so you don't need a notice. First, the employer should coach the worker when the misconduct occurs. Getting a sample job termination letter and using it to create your own document is a wise move when you should lay off a worker. Layoff - Dimissing an employee owing to a company downturn or strategic reorganization which is not the employee's fault.