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Reuters - Longtime Bank of America Corp shareholder Jerry Finger launched on Monday his formal campaign to strip Chief Executive Kenneth Lewis of his job as chairman, saying the bank took too much risk by acquiring Merrill Lynch & Co.

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ADDITIONAL INFO This clearly tells the worker that if their productivity does not significantly upgrade within 30 days, they will face layoff. After her final written notice, you can sack her when she continues to perform below your expectations. In my experience, many "not-so-smart" managers still go the "no-reason" or "stupid reason" route when separating a insubordinate worker. Abusive language used by workers directed toward supervisors or managers as well as other workers is also disobedience. This is why you need to be sure of your reasons to lay off the employee.

It is a mistake to assume that by dimissing one worker, the others will upgrade their productivity. If the worker continues to inform lies, you can dismiss him after the final written warning. Family and Medical Leave Act (FMLA) also applies to sick and disabled workforce. First, when you're sacking for insubordination, you must layoff the day after the 3-day suspension whether this is Friday or not. And, therefore the "real" reason must have been an unlawful one. When creating the employee separation notice and conducting the lay off meeting, you should adhere to strict standards. By using a condescending tone with an employee, a human resource person or small business owner runs the risk of alienating the employee and doing more damage than good. So what is the right way to confront a worker? If you document everything that an employee does wrong using the employee discipline form, it will make separating them much easier. As a side note, there have been cases, tested in court in the United States, where personnel refused to carry out a directive on religious grounds and their employers sacked them for disobedience. Are you frustrated by a bad worker who is ruining the business' performance?