If you can't make clear your reasons in a professional, non-emotional way to the employee, you must question how legal they are. For example, if the insubordinate employee is routinely late arriving to work, production may cease altogether as the other workforce wait for the employee to arrive. As long as your workers have good work habits and show up on time, you can't fire them for being in jail as this is discrimination against their crime. At this point, reality sets in for the jobholder. If the employee refuses to sign it, have another boss sign pointing out that he or she witnessed your discussion with the jobholder. If you feel the employee is sincere, and their behavior is correctable, then you should decide on steps to increase and motivate them.

If you ever again [exhibit specific bad behaviors] or have other productivity drops, you should expect further discipline which could include immediate dismissal. Besides these typical items, you could offer other benefits including a release from employee's non-compete agreement, lengthening of the COBRA period, payment of dental benefits, pension bridging and so on. It is an important part of the overall lay off method. By having one, you make sure your employees and managers are singing from the same songbook. By setting up a standard method, you reduce your chances of having a worker file a wrongful separation suit. An employee that learns he or she can get away with being bad will also start to ignore safety rules. As you can see, the bad employee gets 3 chances to upgrade before you layoff her. Effects of gossip in the workplace. As you can see from these 7 roles, an Human resources professional is a key partner whenever a manager decides to separate an employee.