If you separate for insubordination, your documentation should prove that a direct order was issued to a worker, that they understood it and that they refused to obey it. The supervisor's rights refers to less of what the law allows the supervisor to do, and more to what they should avoid doing. Just before the dismissal, change any passwords that provide access to the employee to any computer network accounts, financial records or other sensitive material.

Abuse of company property or cheating on time and payroll records are enough cause for job termination, especially if it is not the first case. If the difficult employee tries to rally other coworkers against the company, document this as well. If you don't follow these laws, you will be liable. If the employee performs unlawful acts, is violent or jeopardizes the safety of other employees, you have the right to fire them immediately. If you need to layoff a group of personnel for economic reasons, use the procedure in Chapter 11. For example, when the worker is 44-year-old African-American woman, a 46-year-old African-American woman boss would be your ideal reviewer. *Have you sufficiently warned the employee through a succession of dated memos? You should remember embezzlement is a serious offense and terminating that person is for the most part the only move you can make. Most small business owners assume that a jobholder leaves because they are moving to a bigger business with advancement opportunities, or because they have found a better paying job. Have a representative review the notice and make sure you're following proper business processes. Sacking an employee poses a certain number of obstacles. If your company turns the corner, can you rehire these people and recoup your losses?