o Refusing to falsify business records, tax returns, or reports to government agencies. The insubordinate individual often starts with one or two minor infractions. This answer will not only aid you develop as a boss, but it will allow you to upgrade training programs, revise worker benefits, or even develop new communication strategies to improve the welfare of your small company. There should be specific guidelines written in the jobholder's contract stating reasons disciplinary actions the company must take before terminating the employee.

The types of severance agreements you may offer your employee will have a lot to do with the grounds for separation. The worst mistake a firing manager can make involves writing the lay off letter. o Reporting unsafe work conditions whether true or not. o The worker has a great reputation outside the company and letting her go could hurt the company's standing in the industry. Or, even if production continues, it may slow down as a less skilled worker tries to take over. Your dismissal memorandum desires to get to the point quickly and not give more information then necessary. You should have described this rehabilitative action in your worker handbook. When done properly, it provides protection from employees trying to file an wrongful separation suit. Separating a high level worker can be intimidating if you're a small company owner or a Human resources Manager. o The employer has lost control and the circumstances are beyond her managerial skills. The worker dismissal notice is the last step in escalating discipline. Your worker dismissal letter should summarize the rationale for dismissing and the effective date of the layoff.