o Be quick to examine any insubordination on the employee's part. You should not give your opinions about why the worker failed to follow methods or to work up to expectations. This procedure gives you time to build your case and shows you gave the executive several chances to upgrade before lay off. Then follow your company processes to the end and keep your personal emotions at bay. This includes evidence of any warnings the supervisor has placed in the employee's file in the past, which contributed to the dismissal decision. You must document the company desires causing you to cut his job. You may feel uncomfortable dealing with an disgruntled worker.

You present the memorandum at the firing meeting the day you fire the jobholder. The boss will have to issue one of these to the jobholder when he or she repeats the inappropriate behavior thus ignoring the employer. You will have to write the letter yourself. To develop the best package of severance agreements, it helps to hire an attorney. Take only those steps which best benefit both the jobholder's job satisfaction and the small business' welfare. Negotiating Strategy For Medium And High-Risk Separations. You can then sack him with the next incident. You could also let the jobholder "rot." You don't want anything of him. What should the personnel workers do?