The remaining 7 choices make sense when you want to rehabilitate the problem employee or you have a high risk layoff. This could include files showing unlawful and improper schemes or a history of going to porn sites. o Has her legal adviser send you demand notices to complain about illegal treatment or to ask you to clarify your actions. This isn't what you need when changing the firm's strategic direction.

Satisfactory evidence for insubordination must show you conducted a fair inquest and your lay off decision was reasonable. Without sounding too rough, you should let them know that revealing this secret is rationale for layoff. Then follow the business methods to the end and keep your personal emotions at bay. Some conditions of employment are common knowledge, and you do not need to write hundred-page employment rulebooks to protect yourself from rogue employees. You will ask these questions of the jobholder during the exit interview. This article provides some tips on managing these workers. Now and then you just HAVE to get rid of the individual because the cost of keeping him is too high. There are many myths that could be discussed about handling difficult employees but in truth they all boil down to the idea that sacking a insubordinate employee means an automatic settlement in a court of law. This notice is an important legal document if a former worker files a illegal lay off suit against the firm. Or a medium risk separation becomes a high risk. Similarly you must immediately deal with other problems like gross misconduct, trouble with coworkers or any behaviors that violate business policy. Nonetheless, you may need to fire the high level worker for the survival of the small company.