If you do the right thing for the firm - separating the insubordinate individual - then you know the jobholder will find someway to sue you or stir up trouble. And, you should fire the offending employee. Once you document the problems with the jobholder, you can layoff her or him if he continues to cause problems. Each act has specific guidelines that state why an employer can and cannot dismiss a worker. If the employee asks for a worker representative to be with him during the discipline meeting, you must give him time to get one. Layoffs may also signal more serious problems at your small company. After all, it is a company, and if you're losing money due to a problem that is rationale for separating. For example, before the layoff, you had 19.6% Hispanics, and afterward you have 20.4%.

Terminated personnel can get unemployment compensation. The jobholder reprimand letter is part of this papers. Keep a cool head and inform her you understand how she feels, but the lay off decision isn't up for debate. Having a Separation Notification Sample Can Help During Difficult Layoff Period. In it, the jobholder agrees to not challenge his layoff in court, and in return he gets an increased severance package. Don't shove the dirty work onto someone else's shoulders. It is a crucial part of the termination process.