Insubordinate employees think they are entitled to insubordinate behavior. Make sure that you let the worker know the disobedience will result in rehabilitative action. The small business may need to separate employees for various reasons. Most employees know when you're close to separating them. Management should not consider a worker problem if he or she can't perform tasks contained in another jobholder's job description suitably and safely. The jobholder may even boast about the use of a degrading epithet towards the employer. When the difficult individual has not improved per your "final chance" directives, you give your final presentation to Personnel and management. You have an bad employee who is willfully testing your authority. Please note in my definition I say nothing about the merit of the sacked worker's legal action. Dimissing an employee During the Firm Reorganization.

Option 2: Downgrade The Risk Before Lay off. To keep yourself and your company out of trouble, you should follow proper termination procedures. o What did you like least about ABC Firm? This assumes you have solid proof showing the reason you are sacking her (and the reason cannot be she is pregnant.) Remember, a court or judge can use any information contained in the letter and anything you say to your employees at the meeting against you if workforce decide to file a legal action or grievance against you. These warnings told the employee if he or she did not upgrade the quality of work quality the result was dismissal of employment.