After the hearing officer has recorded the papers, the real hearing begins. An angry employee leads to a costly legal action. Although the leave is unpaid, the law compels you to continue the worker's group health coverage and pay the boss's part of the premium during the time off. If you don't inform an employee the reason for the lay off, or if the firing is about his conduct or productivity and you don't give him the opportunity to correct the behavior, you may have a wrongful termination claim on your hands. Document the small business reasons for the layoff. 1) Review the accused worker's workforce files. As a small business owner or Hr Supervisor of a company or corporation, it is your responsibility to stop the insubordination immediately and to take the suitable remedial actions.

2) The worker meets with his lawyer. If you separate workforce due to downsizing, keep the all workers informed. If inquest gives you enough proof to fire the employee, you must also document the termination program. Judges and juries consider 30 days reasonable when the jobholder may need extra training and help to upgrade. It's important you don't lay off someone for an illegal reason. For example, you might say, "Personnel who fail to wash their hands after using the rest room will receive one day suspension after the first offense, three days after the second offense, and separation after the third offense." Or, it could be more general, such as "Personnel who fail to wash their hands after using the rest room will face suspension and possible dismissal." How much leeway you wish to give yourself when it comes to remedial action is up to you. Anyone who has been in business for any time at all will tell you that sooner or later you are going to face the sticky problem of handling insubordinate employees. If used suitably, this document ensures you cover all information and sets the right tone for this important meeting.