In such cases you are not handling difficult employees; you are handling difficult situations. A sample notification of misbehavior helps set up a formal, unemotional tone when dealing with problem employees. If the behavior remains poor, then it's time for formal escalating discipline that will probably lead to the insubordinate worker's dismissal. Get a legal defender involved if you face something similar. Standards for Separating a Salaried Monthly Employee. Before you write an employee reprimand letter, you should guide this programmer through this problem. It bears repeating, you shouldn't be subjective in your writing, and you shouldn't give opinions on why the problem employee crossed the line. I recommend you send a hard copy of the lay off documents (layoff notification, separation document, COBRA notice, final paycheck and severance check) to the jobholder's home address by certified mail, return-receipt requested. Here's a gross misconduct example. For the employee that is genuinely incapable, he or she can easily become an difficult individual - even if it is unintentional.

After all, this may be their supervisor you're separating! Lastly, the jobholder has 60 days from this notice or from the time his health care coverage stops (whichever is later) to elect the COBRA coverage. But, you wouldn't sack him for being late 4 days in a row. Important Legal Restrictions for Sacking Personnel. Sacking A Problem worker Without Fear of A worker dismissal Penalty.