In the military, service personnel are not obligated to follow wrongful orders and the same holds true in the civilian employees as well. Accurately documenting employee performance. Again use progressive discipline to create satisfactory papers and prove you gave the sick and disabled employee chances to increase performance. Also, every audience is expecting you to be fair and reasonable with the insubordinate employee. Include any escalating discipline steps you have taken or background to your inquest for gross misconduct. Give business rationale for the termination.

Do not back down from your decision, and use the firing memorandum to guide you through the exit interview procedure. If you are dealing with a difficult employee and need a paper trail in case a lay off is necessary, a jobholder written warning is a good place to start. If the firing is for "cause," you must take great care should to keep from making a bad circumstance worse. Frankly, you'll likely not conduct an exit interview, especially when you're a boss of a small or medium-sized business. Decide who will run the firing meetings and who will be witnesses. 6) How To terminate The Frequently Absent And Tardy Worker. 9) How To Lay off a worker For Off-Duty Behavior And Lifestyle. It is best to do this on firm letterhead, with the date obviously marked. Just as in a court of law, you must know what to say when sacking a worker.