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Once you identify a insubordinate worker, your first step is to counsel the difficult employee. Worker theft punishment is a difficult area to tackle. If you have an disgruntled employee, you need to begin the program for separating immediately. Graceful Termination of Employees. If you do not take action against the problem worker, this person can quickly and easily cause your other workforce to become problem. Always Document When Separating Workers. Describe, in detail, all actions and behaviors that lead to the worker's discipline. First, the risk is medium when the jobholder is likely to sue, but you have good documentation showing a legitimate lay off. Sacking Employees for Sexual Harassment. As long as the outside behavior doesn't affect their work productivity or the productivity of the small company, you cannot fire them without fear of a wrongful layoff suit. If you are unsure about how to deal appropriately with an difficult worker and how to document the problems you're having with this person, you might want to attend a company workshop or take classes at a nearby college.

10) Ask if the employee has any questions about the lay off, the severance benefits, the separation package or your help finding another job. In this case, you should box up the articles and either put them in a safe place where the jobholder can later pick them up or mail them to that person. However, during business hours, firm desires and your job come first. One of the most trying parts about being a entrepreneur or Personnel boss is dealing with problem employees. Although this may be mentally exhausting to you as the Human resources manager or sole proprietor, you must respect each worker as well as their privacy.