Remember that insubordinate employees can cost the business money. o Did the employee know what his supervisor expected of him? The employer or business owner should take immediate action or performance goes down and other employees start to follow suit. Now and then a worker becomes a liability the business cannot afford to support.

o Repeatedly breaking minor policies, methods and rules. o The fired worker desires to work "the system" and make money off his lay off. When your lay off is medium or high-risk, you should offer something more than your standard package. Your worker write ups will protect you if the worker files a wrongful separation suit. What to Do about Worker Misbehavior? Whatever your circumstance when terminating an employee during the business reorganization, you should follow certain standards to make ensure that layoffs go smoothly. This will make the lay off much less painful, since you're showing a personal vote of confidence in the employee (and showing the dismissal is on the account of financial issues rather than productivity). Wrongdoing, but long tenure - You give the employee a final written warning (see Chapter 6 for long-tenure, single-offense workforce). The worker Dismissal Procedure. Read the folder before scheduling a dismissal interview or "exit session" with the jobholder to be sacked. Make sure the jobholder knows that you have made your final decision and the employee cannot negotiate for their job now.