To discipline a worker properly, you must follow a procedure that gives this person chances to fix her or his behavior. To get the severance money and benefits, you have 21 days to consider this voluntary separation offer and sign the separation contract. Therefore, telling the insubordinate worker how you feel is a one-way ticket to career failure. When you refuse to do it, you have an angry ex-worker on your hands wanting to even the score with a lawsuit. Whether the business is large or small, make sure your separated worker keeps their dignity. Unionized Legal Restrictions for Dimissing Workforce. To protect company productivity, you must separate bad employees as quickly as possible. You should also ask for feedback on your papers especially whether it is sufficient to justify a layoff. Remember people have their own personalities and it is usually better to deal with them on a case-by-case basis. Such workforce leave the manager or small business owner only two choices-rehabilitate or extricate.

You can find a letter of recommendation template (Tool #6) following this outline in the jobholder Dismissal Toolkit at the end of this book. You should have a checklist listing any company property or assets the jobholder should return. Their contract which is a legally binding document spells out their terms of layoff. To stop this from happening, you should recognize these five early warning signs of worker gross misconduct. When you hire a new worker, trustworthiness is a key assessment.