This knowledge will help you plan your strategy for getting rid of the disgruntled worker. The consistency rule doesn't mean you must treat EVERYONE the same. Your termination notice should briefly summarize the documented documentation you collected while trying to reform this employee. Your only choice is to act on his maliciousness by dismissing him immediately, because you can't have an employee undermining your authority. They will tell you to document productivity problems, give chances and then fire. The administrator will ask the employee his version of why you separated him. When you do have problems with a worker, you must document it with the remedial action you took.

Their reason is the employee wants to know the proper conduct and the penalties for inappropriate behavior. You'll interview eyewitnesses and gather documents to either prove or disprove the insubordination. Once this separation meeting is complete, you'll turn in your electronic access badge and building keys to the Hr department. There is also employee misconduct when an employee is abusive or refuses to follow directions and instructions. More significantly, affected employees can sue for damages including back pay. You should notify these departments in a timely fashion, before you fire the worker. To stop this from happening, you should recognize these five early warning signs of employee insubordination. When you sit down to let the worker go, you should be sincere, but professional.