During your discussion, you must inform the at will worker what he or she did wrong, inform her or him the actions you'll take, and warn him or her of the consequences if the action reoccurs. Further, insubordination forms must also contain clear papers by the supervisor that he or she spelled out the penalties for refusal to carry out the direct order. First, the employee should prove your statements were untrue.

It becomes the company's proof if the employee files a improper termination law suit, so treat it with care. It allows remaining workers to think about the layoff message over the weekend. If you do the right thing for the company - separating the difficult worker - then you know the employee will find someway to sue you or stir up trouble. If you are sure that this person is creating a poor work environment or detracting from the goals of your small business, then you shouldn't hesitate to let him go. This memorandum is similar to an employee dismissal memorandum. Let's say you have a worker in escalating discipline who works up to a Final Written notification. And, document everything you discussed and, if possible, have him sign it. Lastly, this warning should clearly spell out what will happen if the jobholder chooses to break the rule again. Handing over the company property is a physical sign the firing is a reality. The Second Step When Sacking Personnel: Prepare for the layoff Meeting. Also it provides the worker with something from which to start a new life. It's a good way for the worker to leave the firm with dignity.