First, the harassment should create a hostile work environment that creates a feeling of awkwardness or makes workforce uncomfortable. because it's the only published source that obviously gives you proper methods for dismissing problem employees and laying off during a downsizing. 7) Finally, all these reasons added together make this a costly, high-risk layoff.

Action that is too forgiving will send the message that you'll tolerate insubordination can lead to trouble down the road as other employees push to find your limits. It must be a valid assignment within the bounds of reason and normal company procedure. Also, if the misbehavior or terrible performance occurs occasionally, don't use escalating discipline. For example, if the worker is on notice for excessive personal phone use and he ignores the warnings, you'll probably dismiss him within 1 1/2 weeks. I recommend treating a insubordinate worker well because it makes financial sense. For example, address the notice to the jobholder, not the supervisor of the department or the personnel manager. Workforce are rarely subject to an immediate sacking for productivity issues. *Finally, don't stand around arguing with bad employees. If theft occurs again, you should lay off the jobholder immediately. And, what can you do to prevent the jobholder from retaliating against your and the company? If management normally accepts this language or even uses it sometimes, they can't consider the worker insubordinate. Likely, she and her legal defender will now take any reasonable settlement offer and go quietly away.