During the meeting, be as professional as possible. During the layoff meeting, you must go down the form and talk about every item to ensure the meeting is thorough. First, the company hires a disabled person and that person subsequently becomes a difficult individual for reasons other than their disability. A second type of worker insubordination is foul or abusive language which a supervisor can't tolerate in the workplace. And make sure you follow up with the employee and document their improvement or lack thereof. Insubordinate employees in the Work Environment. Further you must prove the person you do hire was the best-suited for the job.

As with all negotiation meetings, you should document anything significant when it's over. Also by addressing the bad behavior directly, you're showing the difficult worker that you're in charge and their behavior must change. But if done properly, you can improve the work environment for the remaining personnel and increase firm performance. Be sure to document your meeting, including anything the jobholder says and how he or she reacts to the lay off. In today's society, you should follow a proven layoff procedure to avoid lawsuits. Lastly, you can normally separate immediately for insubordination, except as I mentioned for long-tenured workforce. And, you should give the same information about personnel NOT offered "the package" in the same job classifications. Also discuss whether you could restructure some jobs to incorporate essential duties of one job into jobs - increasing performance as well as changing your personnel's group disposition. About leaving early for your Alcoholics Anonymous meeting, I'm sympathetic of your AA efforts.