For every act of disobedience, you should document the incident and discuss it with the employee. A owner for the most part doesn't have a Human resource organization to give advice. For insubordination, you investigate the incident. Can't you dismiss them for any reason during their probationary period? Having Guidelines For Employee termination Is A Good Company Practice. If you separate a worker for gross misconduct, you should have valid reasons and document it suitably. Obviously you must do this in private, giving the worker opportunity to vent her or his feelings. No matter what format you come up with for a warning form, whether it is business made or generic, your basic form should have the same result. A medium-risk lay off is simply those terminations which are not low or high risk. But as with any benefit, you'll find some workers take advantage of the system. Also, select wording that will not cause workers to become disgruntled.

If, after plenty of warnings and discussion with the jobholder, he does not stop his problem behavior then you have no choice but to dismiss employment. And that will have a direct impact on the small company. In addition, they will provide a standard on what information to include in the termination notice you supply to your personnel. Employee Rights In Lay off: Know What They Are Before You Sack.