Disobedience in workplace environments is a serious issue and if you do not deal with it effectively, it will cause many more problems. Finally, give some thought to the remaining workforce and how your firing a salaried monthly employee will affect them psychologically. Make clear why everyone desires to be cost conscious. Lastly, your company may already have a progressive discipline policy. I know this may go against your principles, but it's a reasonable company decision when the troublemaker is costing the business lost time, lower morale, lost performance, regulatory fines and legal hassles. If they do, how much will it cost your company to retrain new workers? Always Document When Dimissing Workforce. 7) How To separate A Insubordinate employee With A Bad Outlook. Legal disclaimer: I've written this notification of recommendation only to help you in your job search.

Dear Andrew, I am writing to inform you that on August 7th, 2006, I am dimissing your employment here at the Traveling Poetry Bag Shop. This is the generic opening line and it should work fine for you. Fortunately, you have adequately recorded her inadequate productivity. For example, suppose you lay off someone for theft after a proper probe and review of the substantiation. It's important to give an "honest" reason in the termination letter. 5) Having an off-the-record conversation with the worker after the termination. Learn how other small business owners are separating problem employees while lowering their risk of unlawful layoff lawsuits.