If, after plenty of warnings and discussion with the employee, he does not stop his insubordinate behavior then you have no choice but to terminate employment. Separating a jobholder for alcohol abuse is tough, but not impossible. If the employee has received good past job reviews, you must take more time with the termination. You must have detailed proof before you ever consider employee dismissal. If not, set some reasonable standards for your workforce.

He knows both you and the employee are not attorneys and won't expect you to act like one. It hurts, and the former worker may have bad feelings. In other words, do whatever you can to change the difficult worker's annoying habits or sack the jobholder outright. If the jobholder performs unlawful acts, is violent or jeopardizes the safety of other personnel, you have the right to terminate them immediately. Unfortunately these will only provide basic information such as worker identification information, the action that required a warning, the time and date, and room for statement by the boss and employee. If so, the written letter of termination should include this information. Ask about and listen for mitigating causes or for substantiation proving this was less than insubordination. After all, even those workers without disabilities file lawsuits against their employers claiming that they have been discriminated against. If you learn how to terminate someone the right way, you will find the program goes smoothly and will rarely see backlash from bad ex-personnel. Continued lackluster performance on the account of errors in scheduling and lack of initiative. After reviewing his workers file, you're astonished his previous manager has rated him "above average" on his job reviews over the past 4 years.