4) How to layoff an older worker. But the good news is the loss of productivity is frequently short-lived. It should clearly spell out and document the reasons why you dismissed the employee. If you do not take action against the insubordinate employee, this individual can quickly and easily cause your other personnel to become difficult. It also can reveal the types of future workforce who will fit well into your workplace. All Rick and Maria have to do is come up with a $250 court filing fee and hire a legal adviser on contingency. Even when the action becomes necessary through no fault of the employee, both the decision making procedure and the act of dismissing are not pleasant duties. In either case, disobedience can lead to further problems with that worker as well as with your other employees. Even without a written firm policy, gross insubordination may also be simple to prove against an unfair labor dispute if it occurred within sight or earshot of others-workforce or customers. Finally, if something in the insubordinate worker's life is depressing her, sometimes sending her off to a professional seminar or convention can work wonders for her spirits.

I'm going to assume you have an employee who always hurts herself and goes on worker's comp just as you're about to lay her off. Although this may be mentally exhausting to you as the Hr supervisor or sole proprietor, you should respect each employee as well as their privacy. And, when you lose the legal action, the judge may force you to pay for the ex-worker's attorney-at-law as well. Also gross misconduct is contagious. As I mention in the last section, a voluntary resignation makes the employee ineligible to get unemployment compensation.