If the jobholder performs wrongful acts, is violent or jeopardizes the safety of other workers, you have the right to sack them right away. Insubordination in itself is the refusal by a worker to follow a valid instruction from an person in the jobholder's chain of command. How to terminate Workforce Under Contract or a Union Agreement. Also, the boss should document proof of misbehavior and keep it on file with a written summary of the lay off. Keep in mind there are several laws that apply to employee rights in lay off. If nothing else, it will keep the small company out of the headlines and where it should be headed, towards success. In the worst case scenario, the employer would humiliate the fired worker and the rest of the staff would support them and begin to despise the whole scenario. In the worker reprimand you should state what the expected performance is and what the consequences will be should the jobholder fail to meet it. Learn how other small business owners are sacking insubordinate employees while lowering their risk of illegal termination lawsuits. Does Your worker Disregard Work Directives: How to Correct Gross misconduct.

On the account of your strong moral beliefs, you may want to dismiss an employee even when his conduct is legitimate. If you make reasonable accommodations and the jobholder still can't do the job, you can still separate her for poor performance. If the meeting went badly and you suspect the fired worker might return with a gun, you must have a security guard posted in the lobby looking for her return. Make clear what items the jobholder must return to the company such as company identification, company credit cards or debit cards, and equipment provided to the jobholder, such as a laptop or a cellular phone. When you are telling the employee of your rationale for letting him go, he may get the idea that you're just "warning" him. Admittedly, it'll be stressful for you and the worker, but you just go through the motions.