If the drug or alcohol abuse while on-the-job causes the insubordination, then the obvious solution would be to layoff the worker. Because the jobholder may try to come back with legalities or claims of unfair dismissal, you must collect enough evidence on your dismissal case. If the worker is in jail for an extended time, it is going to be a problem for the small company. Here's what you must do when terminating a pregnant worker. Because the guideline termination approach was so flawed, I developed the firing Risk Estimate & Protection System(tm) (TREPS). It is best to schedule the lay off meeting on a Friday, as this reduces the chances of the worker coming back the next day and causing problems. (See Chapter 7 for how to lay off for insubordination.) 3) Inform the employee you're laying her or him off. He's the individual who stirs up the employees against management or he points out places where the business is out of compliance with one rule or another. Items For An employee termination Checklist.

Instead, you must use the techniques from this chapter and those in the next one to be suitably compassionate in the lay off meeting. It's best for your Hr department to keep the evidence because the separating supervisor may leave the business, and the records may become lost. As a small company owner, it is probably that you will not have a Personnel representative or a third-party contractor that will conduct exit interviews. Besides writing the lay off letter, you should notify the jobholder in person that you're separating them. If she ever feels threatened, she should come inform you and you'll make sure it stops.