Employee disobedience causes many problems in the workplace, but doesn't have to hurt a company. In fact, I recommend against it because the employee gets more negotiation leverage. Lastly, if something in the insubordinate employee's life is depressing her, at times sending her off to a professional seminar or convention can work wonders for her spirits. Here you must give the worker chances to improve before termination. If we do the math, this adds up to unanticipated cost for your small company. Why is it the worst at will workers, the ones that you simply must layoff, are always the ones most likely to sue you? After separation, a Hr professional for the most part becomes the ex-worker's advocate and the primary contact to the firm. If you allow gross misconduct to continue, it will give the wrong message to other workforce who think they can also get away with this behavior.

It should include all the employee's warnings, company policies that he or she violated, pay information, benefits information and anything else the employee will need to know once fired. If you don't upgrade your performance within the next 30 days according to the directives in this warning, we'll terminate your employment with our business. An employee dismissal form also helps to ensure you do not lay off a worker on impulse. However, there's one problem with employee handbooks from a lay off perspective. If your risk level is too high, you must compile enough documentation before terminating. Dishonest employees are a danger to both the business and employee esprit de corps. If this is the case, have another supervisor sign as a witness to your discussion.