You should consider this grounds for immediate termination. With a high-risk dismissal, you don't sack the employee, but he resigns in return for a big dismissal package. You should have severance packages, layoff notices, explanations of benefits, and all other relevant documents prepared and ready to go. This paragraph should also contain the issue in detail, listing tardy dates, productivity issues, or other situations that caused the warning. More likely, you want to lay off her because her performance is below average or because the company can no longer afford the higher wages and benefits associated with her seniority. Remember there are always several sides to a story, so do not just consider the eyewitness story, but hear out the employee under lay off before continuing the termination process. When handling insubordinate employees, management should understand these differences. With progressive discipline, the worker can't say his dismissal surprised him.

Remember a court or judge can use anything you write in this memorandum as proof against your later. That is, the worker was "not guilty" even though the supervisor's evidence showed "guilty.". While building the case against the employee, keep Personnel and your supervisor informed of all significant transgressions by the insubordinate employee. When you refuse to do it, you have an angry ex-worker on your hands wanting to even the score with a lawsuit. You as a boss have tried every positive method possible to deal with a bad employee. Writing an employee firing notice. Remember if you dismiss properly, you will not surprise the jobholder.