Abusive language used by employees directed toward supervisors or managers as well as other workers is also insubordination. As a small business owner, you have to remain objective as you collect information in the exit interview. Despite the size of the disciplinary problem, you must document any discussions and warnings for a worker's behavior. And your workforce affect whether the small company runs smoothly or continuously runs in crisis mode. For example, the Human resources professional can cover the dismissal package and answer Personnel questions. If the original hiring boss goes ahead and fires the problem individual, it's hard for the jobholder to claim this manager laid off her because he held prejudice against her. 3) Let people know you followed the firm's policies and procedures.

(She might have a point, don't you think? (I've included a cover note template in the employee Separation Toolkit at the end of this book. Downsizing is reducing the small company's workers. If you end up in a illegal termination suit, the third recipient, the judge is not going to appreciate going through multiple pages of company jargon. Lastly, you can normally terminate right away for insubordination, except as I mentioned for long-tenured workforce. After reading 43 books on employee separation, not one gave me a practical process. In fact, some of your most blatant insubordinates can be good workforce because they are independent thinkers. Do not make this oral notification threatening. If the worker fails to upgrade as the result of progressive discipline, you'll have built up enough of a case to separate the jobholder without risk of facing a legal action.