Start a formal papers procedure and give consistent feedback to the employee. The jobholder termination notification is key to this procedure. Since the company has invested more time and money in these personnel, it seems natural they should keep their jobs. You may believe an employee is doing something against the rules or that puts him or other personnel in danger, but have not been able to witness the jobholder engaging in these actions.

Often when you take over a new department, you'll have at least one bad individual to deal with. Make sure all of your communications with this employee are clear and in writing. You can object to what the jobholder presents, and he can object to your papers. You should make sure you have enough substantiation the employee will not return to work. The firing will feel less personal to those employees losing their jobs, and it immediately gives security to those who remain. o Employer wouldn't or couldn't adapt to the jobholder's change of situation (for example, change of schedule to care for an elderly parent). Undoubtedly, if the insubordinate worker is destroying the department's performance and morale, then your only choice may be immediate termination. sample notification of disobedience. Certainly, this is only if you are going to offer this worker dismissal wage or benefits. Sample Notification of Layoff for a jobholder. Simply, the employee isn't at fault for her dismissal.