For example, you will probably need to draft a dismissal package for the employee. If you decide gross misconduct probably occurred, you must decide who should investigate. A Human resources professional's overarching role is to ensure the termination occurs at the lowest possible cost. Before becoming overwhelmed with the thought of dealing with insubordinate employees, consider the following tips to assist you on your way. Here are some common questions and my recommended answers: What's the risk in sacking this worker? Action to Correct Misbehavior. For most business owners and managers, dealing with any form of insubordination is a rough road. First, the jobholder has only a small back pay claim in any court trial, and no lawyer will want this small damages case.

If you track attendance, you should write up a warning for each sick day he takes past the company's standard. Yesterday in our meeting, you said, "You're always intentionally changing your schedule. If you separate employees due to downsizing, keep the all personnel informed. For high risk separations (where the employee will sue and you'll lose), you never "officially" sack the worker, so you don't need a memorandum. If it is not all ready known, then they will handle meekly what can sometimes be hard to communicate for a manager. As an alternative, I wanted a practical procedure that gave me options and applied to any dismissal, so I didn't need to always call a high-priced lawyer.