Downsizing is reducing your small company's workers. 5) Having an off-the-record conversation with the employee after the layoff. As you must recall in your final written warning, I gave you this specific expectation: "You must take the initiative and rearrange my schedule, cancel meetings and call the affected appointments when I'm unexpectedly unavailable. Anyway, this means is you have a big legal action coming your way if you don't take action right away. In this meeting, you shouldn't tell the insubordinate employee what you're going to do about the bad behavior.

Writing this memorandum is not a pleasant task but it is important to do it with proper care and attention. Although this is true, you should continue with the layoff. Dealing with Employee Insubordination. In the termination notification, you also must include the triggering event that led to the termination. You should remember embezzlement is a serious offense and sacking that individual is commonly the only move you can make. Content of a Sample Written Letter of Termination. How Worker Misconduct Affects All Worker Productivity. In Tool #5 of the jobholder Dismissal Toolkit (at the end of this book), I give you some sample questions for a "resignation" exit interview. He and his legal adviser need to convince the jury you separated him for a bad reason. And it provides you and the small company with important legal protections.