If you decide on voluntary terminations, the procedure is similar to what you learned in Chapter 10 for high-risk separations. After that you call the worker in and begin the final meeting. If the behavior remains poor, then it's time for formal escalating discipline that will probably lead to the insubordinate worker's dismissal. As long as you are acting within the notice of the law, then yes you can hire or sack for no reason at all within the scope of at will employment. After a year working as my administrator, you should be above the "trainee-level." In addition, I've supported you with a recent time-management class, and I've scheduled time with my old administrator for extra training. Employees usually have questions about benefits and insurance. It is not enough merely to suspect that a jobholder has violated a business policy. During your discussion, you must tell the worker what he or she did wrong, tell him or her the actions you'll take, and warn him or her of the consequences if the action reoccurs. This escalating discipline also creates the documentation necessary if you need to layoff the jobholder once all efforts at rehabilitation fail. Also, courts and judges have passed many laws favoring employees in such situations.

Although no company is completely safe, there are ways to protect your business and to discourage legal defenders from taking on your worker's litigation. It will likely not the be the last time you here from the sacked worker. This means you can choose not to hire someone because you believe they may not be a good fit in the small company - as long as your decision does not violate any employment laws. Terminating such people may involve a security risk to the small company if they hold keys to buildings, file cabinets, or desks. This is true even if they were not the ones to lose their jobs. As a side note, there have been cases, tested in court in the United States, where workforce refused to carry out a directive on religious grounds and their employers dismissed them for disobedience.