Not only should you document the problems you have had with the worker, but you also should prove that you effectively communicated your directives to them. During your discussion, you should inform the employee what he or she did wrong, tell him or her the actions you will take, and warn her or him of the consequences if the action reoccurs. If you decide the difficult individual did commit a insubordination infraction, you can lay off immediately. Everyone wants to understand what behaviors violate company policy at the outset. If you don't layoff some people today, you'll bankrupt the small company and no one at your small business will have a job. But if done properly, you can increase the work environment for the remaining employees and improve company productivity.

Although the termination supervisor will have to complete it later, it will serve as a visual reminder to include this information. If your small company turns the corner, can you rehire these people and recoup your losses? An exit interview policy is a plan that you put in place for use with terminating a worker. After careful thought and discussion with the Personnel Supervisor, you're being dismissed as an employee of this business effective immediately. If verbal and written reprimands fail, you should create a written notice that outlines consequences. For example, you may confront the same insubordinate individual on several occasions and they refuse to change their behavior. If the complaints of poor job performance turns out to be unclear or vague — or — if the employee has not been counseled about her job performance and given a chance to improve — then firing a pregnant employee after finding out about the pregnancy will cause you trouble. If you have a Human resources department, make sure you involve them well before the dismissal meeting. After a firing, a bad former jobholder can disclose firm information to competitors, file grievances with agencies like OSHA, and return to the workplace threatening violence. Also give any steps you have taken to rehabilitate the employee before termination.