Be aware there is a difference between a jobholder's *failure* to carry out a direct order and a *refusal* to carry out a direct order. Gross misconduct: Stealing $5300 from the firm (Sack right away.) Cutting the difficult individual's job can be a good way to get rid of a medium or high-risk lay off case. If it does not turn the employee around then it is a critical document in termination procedure. In my experience, many "not-so-smart" managers still go the "no-reason" or "stupid reason" route when firing a difficult worker. Follow-up on any commitments you made during the negotiations including writing a notice of recommendation (if asked for). Worker gross misconduct causes many problems in the workplace, but doesn't have to hurt a firm. As a reminder, when you layoff the worker on the account of "firm needs," you can't refill the position for at least a year, or you risk the worker bringing a wrongful termination suit. It should be easy to use and it should help the firing boss draft the necessary write-up without risking the firm legally. How a Terminating Workers Guide Helps Employers.

In the employee reprimand you should state what the expected performance is and what the consequences will be should the jobholder fail to meet it. Insubordination is the one place you can summarily layoff a worker without worry. It tells the employee exactly why you're terminating her, explains her severance benefits and introduces her to the severance agreement, when you're offering one. Also, have the terminated worker sign off on it. Both procedures use progressive discipline to warn the worker and document the problem.