Lastly, using a similar format keeps the method of layoff consistent and fair for all individuals involved. As long as you're acting within the notice of the law, then yes you can hire or sack for no reason at all within the scope of at will employment. By fixing the problem the first time, your difficult worker's behavior may upgrade. Once you identify a difficult employee, your first step is to counsel the bad individual.

Get to the bottom of the problem. If the drug or alcohol abuse while on-the-job causes the insubordination, then the obvious solution would be to sack the worker. Again use progressive discipline to create satisfactory documentation and prove you gave the sick and disabled employee chances to upgrade productivity. Go over any written notification notices or letters that management has provided to the worker in the recent past about these issues. If you decide to separate an employee under FMLA, your program is the same as any other termination. When the need for employee termination arises, it rarely comes as a surprise to either the employer or the jobholder involved. Be sure to include the basic facts leading up to the layoff. Further Inquest In Our CASE STUDY. In the next chapter, we cover mass layoffs which are often easier for you than dealing with one difficult employee. Dismissing - Firing an employee's employment for any reason except for business downturns and strategic realignments. Don't Tolerate Gross Disobedience. During this time, you've warned her 4 times in writing for lackluster productivity and encouraged her to take several training classes which she never showed up for.