Finding a reason to terminate the jobholder is the easy part, but you must be careful how you do it. It becomes the small business's evidence if the worker files a wrongful lay off legal action, so treat it with care. Even worse, as your other workforce notice the disgruntled employee is "getting away" with not doing what he or she is told, they will begin to show signs of misbehavior and disrespect as well. And you must deal with it consistently, fairly, and quickly since employee misbehavior can damage the small company. If the employee's behavior does not upgrade, then managers can use this invaluable papers to clarify the procedures taken to warn the employee that they may lose their job if they did not change. If you have collected this information suitably, the employee will not be surprised by her or his current predicament. Certainly, the employee may continue to cause problems for you. 16) With the help of the witness, document what you and the jobholder said after the jobholder has left the meeting room. For example your employee may be Muslim, Jewish, Buddhist or any other religious affiliation that doesn't recognize Christmas. By allowing the insubordinate individual to continue this behavior on-the-job, the message to the other employees is that they can do anything as well, without fear of losing their job.

If the jobholder is eligible for a benefits package or if the business is stopping benefits, you should include this in your worker separation notice. 1) Tell the jobholder right away you have not found enough substantiation to layoff for overwhelming misbehavior. For example, a discontinuance package will reduce the sting of layoff, dismissing on Friday will reduce the humiliation, and having a witness in the meeting gives you extra physical protection. Handing over the firm property is a physical sign the layoff is a reality. Be aware there is a difference between an employee's *failure* to carry out a direct order and a *refusal* to carry out a direct order.