o Option 9: Demote The worker. That is why it is a good idea for you to use a sample employee dismissal memorandum. You don't want to start progressive discipline and find out later your management doesn't agree or, worse yet, discover the problem individual is politically "protected.". When you sit down and let the jobholder go, you must be sincere about the reasons you feel the need to terminate him. You keep giving warnings until she has exhausted her 3 chances (verbal, written and final written warnings), then after her fourth "accident" you can fire her on returning from disability. You must improve your small company and be on the move towards success, not bogged down by a lazy or incompetent worker. This ends the Executive Summary. Much like a worker remedial form, or any employment related written document, you should keep a separation notice on file. On the other hand, workforce that are 'downsized' lose their jobs for reasons that are no fault of their own. To make an attendance terminating legal, you must apply attendance standards evenly and not just against the insubordinate employee.

Preparing For The dismissal (Cont'd.) When you suspect the worker is intentionally falsifying records or lying to his supervisor, you'll want to conduct a thorough examination before dismissing him. Today, many companies have dismissed their personnel in various ways, from text messages to memos. With the knowledge you gained in Step 1, you can now ask intelligent questions of the Hr department and figure out how to best apply/bend the rules to terminate your insubordinate worker. To cover yourself, you must get your chain of command to agree with your layoff decision. Your worker will likely sue you for wrongful layoff if you answer yes to one or more of these questions.