There are several forms of employee misbehavior and we will just discuss a few of the major ones. Step 2-Before the layoff meeting, you must review the employee's financial information. Recognize you separated this worker due to your personal feelings toward him or her. They fear the workforce will purposely slow down production or will find other employment before the dismissal takes place. Mostly, you don't have enough information to decide if insubordination occurred. To cut your risk of a legal action, you should not appear to terminate wrongfully.

This way, you will be certain to create an accurate handbook that will stand up in court if necessary. You must send a copy of the lay off notice to the jobholder by certified mail. There are various degrees of insubordination, and you must not handle every case of gross misconduct the same way. This may cause a serious loss of productivity or even ill feelings toward management. o Is your meeting room private and can you talk confidentially? Next, the jobholder can offer his own suggestions for improvement. You should also ask for feedback on your papers especially whether it is sufficient to justify a layoff. Remember when writing your own letter, you must obviously express why you're firing the worker. o The misbehavior endangered the employee, coworkers, the firm or the public.