For example, when you fired him for a productivity problem or laid him off as a cost cutting move, the commission always favors the dismissed worker. If the lack of attendance or tardiness continues, you may run out of warnings or disciplinary actions cited in the worker guidebook. Be aware that employee insubordination can severely damage your company. As a proprietor or human resource personnel, you must find your threshold then decide a course of action for what some believe to be the "hardest" part of the job - dismissing the unwanted worker. However you can make your job easier by using a basic template and adjusting it to fit each termination. If this is the case, you can still work at avoiding a termination by discussing the problem with the jobholder. If you don't have a legal organization, find a legal adviser who specializes in creating these types of guidelines. And, if the dismissed worker wants to negotiate her separation package, you should get the proper manager involved to follow up. If your small business involves working with other people, like in nursing, you also have the right and duty to demand that your workforce wear clean clothing and that they wash their hands mostly.

They will also back up the business if the worker tries to come back with legal counsel claiming improper lay off. And, your termination memorandum will be a key document since it should make clear the specific reason for the layoff. For insubordination rules, these are universal standards based on human decency. Be sure to take some time when creating the jobholder hygiene policy because it will be your standard when it comes to disciplining employees that choose to ignore it. * DO ask about the impact of the work environment to the employee's job satisfaction. If progressive discipline doesn't have an effect on the worker's behavior, then you should separate this individual. And by preparing with documentation and corroborators, you have an excellent chance of winning.