If you are terminating the worker for drinking on-the-job, for instance, don't beat around the bush. If the latter is the case, consider moving that worker elsewhere or sacking them if necessary. For WARN to affect a business, there should be 100 or more personnel. ANSWER: Sue isn't performing and you have documented it with the performance review. If your insubordinate individual is an emotional mess or chemically dependent, then you'll want to refer him to your employee Assistance Program (EAP) or to a psychological counselor at the company's expense. In conclusion, I hope this article has cleared up any misconceptions about terminations for you. Here are a few examples of how gross misconduct and employee problems can adversely affect the small business. When the need for employment termination arises, it rarely comes as a surprise to either the boss or the employee involved. 10) Encourage employee to see a legal counsellor (Medium-risk separations only).

This can leave you vulnerable for a legal action. A Sample Letter of Insubordination: Helps You Stick To the Facts! I've written a separation letter explaining the reasons for your separation and how we're going to assist you through your career transition. If you're a small company owner, sacking a high level worker may also be emotionally challenging because you have likely formed a close relationship with that individual. Keep in mind you must follow your company's policies for investigations. But do these bad-behaving workforce have another side to them?