You can mostly separate for the first instance of insubordination. Use progressive discipline to inform the jobholder what is wrong and how to fix it. Once you have fulfilled these standards and the worker still refuses to change their work habits, proceeding with layoff is the only outlet, whether a contract exists or not.

My e-mail address is info –AT– turnaroundcentral.com. The employee will want revenge, you don't have any papers and you didn't follow guideline processes. Therefore, you shouldn't fire a worker for their off-duty behavior. These may be items like business computers, cell phones, credit cards, ID badges or a company car. Once you have decided to fire a worker, go ahead and do it. Use only professional language and don't write anything that makes you, or the company look unfair. The worker is dragging down the results of your organization. The Americans with Disabilities Act also applies to the second case where the employee becomes disabled while working for your small business. While building the case against the jobholder, keep Hr and your boss informed of all significant transgressions by the insubordinate worker. This can lead to a litigation for the company and the manager. This leads to the next item you must include in your lay off letter, the facts. The most important part of this method is to prove that you have tried to correct the jobholder's poor productivity before lay off.