First, write a note to the insubordinate worker's workers file or to Hr. For the worker that is genuinely incapable, he or she can easily become an problem individual - even if it is unintentional. In the termination notice, you also should include the triggering event that led to the lay off. He either meets the directives or he doesn't. Unfortunately these will only provide basic information such as worker identification information, the action that required a warning, the time and date, and room for statement by the manager and employee. This hinders the small company as it places a need for further reformatory action later. Some of the grounds for worker termination are circumstantial. Here's an example of using escalating discipline for gross misconduct. If you search the Internet, you'll find a few sample worker termination notices. Don't delegate the phone calls or meetings to a low-level worker or the employee's replacement. Are you a timid owner or Personnel person? Because you'll probably offer more than your standard package, you must ask everyone, low and medium risk, to sign a separation document with a release of claims.

* An employee calls the supervisor an abusive name, either in front of other personnel, or privately, and then continues to do so after you warn the employee about it. Document Your Reasons for Dismissing a jobholder. Unless the layoff is disciplinary in nature on the account of employee misbehavior, there are successful ways of easing the separation anxiety of everyone involved.