It is also a good idea to have your personnel manager or your legal counsellor review the letter before presenting it to the worker. It could lead you to understanding why the firm is running not as smoothly as you would like. Chapter 8: Process - How To Prepare For The dismissal. If the bad behavior continues, the worker forces you to the next discipline step, the written notification.

Let the employee know what criteria was used in making your decision and make sure that criteria was used uniformly. Insubordination problems at work lead to lower performance and workplace morale. Separating an employee is a big headache due to the potential legal problems and workplace disruption it can cause. Can counseling with a supervisor or Human resources supervisor resolve the contractor's tardiness, lack of quality work or lack of quantity work? After reviewing this list, build your case by compiling a list of corroborators and documentation proving these facts. (Unquestionably, you should document all this bad behavior when the meeting is over as it'll prove you were correct in sacking her.) Don't take it personally and don't react to her taunting. * The jobholder should be aware of the consequences of not performing the action. The purpose of downsizing is to make your small business more profitable and more cost-effective. In it, you should list facts and back up the reasons for separation. In my experience, you'll see performance higher than before the downsizing within 2 to 3 months after everyone lastly accepts the change and starts to work within the new team environment. By providing substantial documentation and following proper processes when separating workers, you have a better chance of enjoying a smooth transition without concern of retaliation or a negative lash back.