Remember, your company saw potential in this employee at one time and hired the individual. You don't want to start progressive discipline and find out later your management doesn't agree or, worse yet, discover the insubordinate individual is politically "protected.". Terminating a high level employee presents its own set of challenges. The previous five chapters (6 through 10) have focused on sacking a single worker. You do the firing based on performance and Sue's is the worst in the department. This is similar to the problem we've for dismissing for "bad disposition.". You must take care of this individual yourself. Your worker can use your favorable comments against you in a wrongful separation suit as proof you didn't fire him for poor productivity and conduct, but owing to some illegal reason. To avoid issues when separating workforce for lack of attendance, managers must keep and use consistent guidelines with every employee.

The Connection Between Insubordination and Employee Problems. Therefore, you're open to another legal claim when firing an older jobholder. You will be paid for two weeks following the effective date of layoff instead of working through the customary two-week notice period. This business will come in and create a mirror image of the jobholder's hard-drive onto a DVD and certify this is the "original" form as used by the sacked worker. Once you have stated your reasons for terminating, give the details of the lay off package. Other times, the supervisor will investigate, document the inquest and then dismiss the worker.