Also, if the employee is the type to sue, rate her as a "medium risk" separation and give her a package in return for a release. By not handling the worker properly, your problems will only get worse. The next week you shockingly discover your former worker has filed a wrongful employee dismissal suit. For example, an employee may talk back to you during inappropriate times. If you terminate an employee for misbehavior, you must have valid reasons and document it suitably. Depending on the rumors spread, other workforce may feel uncomfortable working with this person. If you're giving cash as part of your standard severance, then include this in another check to keep the accounting straight. Insubordinate employees are a fact of life. After reviewing his personnel file, you're astonished his previous supervisor has rated him "above average" on his job appraisals over the past 4 years. It shows a jury you carefully considered the lay off before carrying it out, and you gave the disgruntled individual "due procedure." It also shows someone else in the firm supported the decision. Terminating A jobholder On Leave (Including Employees' Compensation).

If you're comfortable with the risk level and the cost, then just go ahead and show the bad worker the door. In addition, if the disgruntled worker is violating safety methods and hurts someone, a court will find you liable. Lastly, it is a good idea to have an extra witness for the business there when you give the worker the notice. It is best to involve Human resources and your chain of command.