Worse yet, you may be facing criminal penalties as well. These can include lawsuits claiming you were discriminatory or claiming that you wrongfully dismissed the jobholder. Please don't use use 'downsizing' as an excuse for dismissing insubordinate employees, or creating a culture change in the organization by replacing old personnel with new ones. Since you can terminate an employee for his first incident of insubordination, you must conduct a thorough inquest and reach a reasonable conclusion about what happened. When you draft the sample notification of layoff for a jobholder remember to keep it strictly firm. o Remove the employee from company accounting and benefits programs. we start drawing conclusions from the first bit of substantiation. The small business may need to separate employees for various reasons.

o It allows time to do a thorough examination, evaluate the evidence and write the investigatory report. Other signs that you have an incompetent employee on your hands include a decrease in performance with an increase in the number of mistakes or a worker that has frequent memory lapses. You follow this with a written notification, a final written notice, and then termination. Regardless of how eloquent or how "right" you're, the administrator will probably grant unemployment compensation to the ex-employee once she receives your questionnaire. Your job is to get him to admit to your version of events especially those you have recorded. Therefore, you'll be offering an increased severance in return for a separation document. This way of handling bad employees will help preserve a more orderly workplace making it better for all of your employees.