You must further back-up the employee lay off form by added evidence such as copies of relevant written warnings and employee evaluations, as necessary. Often, senior executives have contracts which specify the conditions for termination. When managing insubordinate employees, you must remember that often these individuals are more probably to file a illegal lay off lawsuit. You must make the focus of each meeting a jobholder warning.

You don't want the disgruntled employee to say he didn't know he could lose his job. These should include major offenses such as arriving to work drunk, using drugs or alcohol at work, physically fighting with another co-jobholder, theft, threats of violence to manager or other co-workers, or misrepresentation of themselves. You must handle an employee termination notice in a straightforward manner. The best alternative, which is the one chosen by most small business owners and Personnel Managers, is to buy a book written by an expert in terminating employees. You can use the same format and form you used to warn the worker. While human resource departments have workers with skills in this area, you may work in a small company that does not offer such support. o How would you rate our policies and processes? o Has the manager followed the firm's policies and methods? The insubordinate employee will cross the line at some time or another on your published standards and then you can discipline and fire her. To keep yourself and the small business protected, there are several basic standards to follow when creating an employee firing memorandum. Undoubtedly, this is only if you're going to offer this employee dismissal pay or benefits.