Be sure to provide written documentation of what the employee returns both for the employee's records and the company's records. It's a good idea for all employers to have guideline layoff procedures in place. This escalating discipline also creates the papers necessary if you must lay off the worker once all efforts at rehabilitation fail. Do not Allow Embezzlement to Eat Into The small business. It's not any secret she and I had our differences about her job productivity [or conduct.] We followed all the firm's policies and procedures, but it just didn't work out.

Go ahead and negotiate in good faith, and you'll soon have this insubordinate individual out of the building. However your standards will help you avoid this. If the employee is being laid off for reasons other than internal business matters, be sure to outline exactly what behavior precipitated the dismissal. Frankly, you'll likely not conduct an exit interview, especially when you're a supervisor of a small or medium-sized firm. If he doesn't upgrade in a few months and after 3 warnings, you can separate him. As long as your personnel have good work habits and show up on time, you can't terminate them for being in jail as this is bias against their crime. I recommend treating a insubordinate worker well because it makes financial sense. By answering a few questions, you can develop a decisive, short speech to give the employee, which will help relieve any turmoil afterwards and give insight into why you're terminating them. The first step you must take when terminating an at will employee is to document everything. Here you must give the employee chances to increase before layoff. If the employer has a standing policy saying this action results in termination, then the boss has the right to sack.