Management should deal with the situation of handling problem employees carefully. Tool #3: "Fill-In-The-Blank" Employee dismissal Letters. o You could hire an outside trainer to train and coach the employee. The presence of the dismissal supervisor will limit the dismissed employee's expression of anger and frustration. When the need for worker termination arises, it rarely surprises the manager or the worker. You can still layoff personnel for misbehavior or violation of company policy. While you should fire within 48 hours after an event, you also must remain composed during the firing interview. Remember, your ultimate goal is to create a supportive environment while effectively using the employee discipline form to help keep worker problems in line. o Employer reduced salary or work hours. Most of the time insubordinate employees cause poor work performance, and bring down the esprit de corps of the work environment. You should have described this remedial action in your worker handbook. This approach has several advantages.

The biggest problem is recovering the firm's equipment. To give yourself your own legal recourse, make sure you always use a well thought out, professionally written warning of lay off. The worker's attorney will have difficulty arguing this manager was prejudice since he hired the worker. Your worker termination notice should summarize the grounds for sacking and the effective date of the layoff.