If the problem worker refuses to sign or walks away from the meeting, document this fact. By using a notice of termination, you are protecting yourself. Here's your purpose as a supervisor. But do these problem employees have another side to them? If you have an Personnel department Supervisor, this person should do the review. As a small company owner or Human resources Supervisor of a firm or corporation, it is your responsibility to stop the insubordination immediately and to take the suitable reformatory actions. In this article, I give you a 5-step procedure for getting rid of a bad worker when you don't have the authority to terminate. It's best for your Hr department to keep the papers because the firing supervisor may leave the firm, and the records may become lost. If however a sick worker returns from medical leave to find their job permanently filed, you will have a messy legal nightmare on your hands. On the account of inadequate performance, the Company is terminating your employment effective right away. It is also best to inform the employee early in the shift.

If reprimands don't get through, you may have to terminate the disgruntled employee. It is also a good idea to have your personnel manager or your legal counsellor review the memorandum before presenting it to the jobholder. FMLA is not a blanket protection from job loss. If the worker is civil, you might let the employee return to his or her desk and gather personal items.