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RELATED INFORMATION: Instead of scheduling a meeting room, you must schedule a conference call which you, your witness and the worker can attend. Lastly, it is a good idea to have an extra witness for the business there when you give the worker the notice. Keep the security guard in the lobby for 2 weeks. And state the date the worker will stop working, and any cash payable to the worker as well as any company property the employee must return. Close the door and ask the jobholder to sit down comfortably. If you lay off a worker for "cause," a clear, well-written statement of the reasons for the layoff will inhibit any future legal action by the worker. At the end of the termination meeting, you have covered all bases with the jobholder so both you and the jobholder should fully understand why the dismissal occurred. First, make sure you have a worker handbook with rules and regulations of the workplace.

Employee insubordination often takes the form of disrespectful attitude and behavior. Look at his overall job productivity, previous discipline and any suggestion of a bad behavior pattern. If the employee fails to increase after a series of warnings, then it is time for you to layoff her or him. In fact, I recommend against it because the worker gets more negotiation leverage. Another of these conditions of employment which you don't need to write down in a handbook is that a worker should not use abusive language at work. It is also a good idea to have your hr manager or your attorney review the memorandum before presenting it to the worker. If it gets to court, the judge commonly favors the employee.