Dealing with insubordinate employees is perhaps the hardest part of running a company. Owners and managers dole out worker reprimands many different ways, but by being up-front with personnel about the rules, enforcing those rules and fostering esprit de corps in the workplace, many workforce will react positively. Many small businesses are not in a position to hold a job open for 30 days while an employee get help. Keep in mind the entire lay off notification should remain objective.

In addition, the standards set forth by your exit interview policy will prevent you from say anything the employee can hold against you later. If your small company doesn't have a Personnel Group, then a boss in another organization would be the next best choice. Standards can assist you with all the details you need to write a reprimand memorandum and what steps to take after that. It may help to have them present at the layoff meeting. Ask your small company's Human resources department (also known as the workers department). From the early days of this industrial nation, we have sought ways to get rid of the bad personnel and keep the good ones. I've written each notice for a specific lay off risk level. You are the final say in the business, so finding help may require being more creative. As a manager or sole proprietor, you should not tolerate gross misbehavior. An employee can't disagree with anything the form says after they have seen it and you have explained its contents. It should include warnings, investigatory reports, and attendance records and so on. Finally, if you have tried everything to either get rid of the problem worker or fix his behavior, then you have 2 alternatives.