Anyone who has been in business for any time at all will inform you that sooner or later you are going to face the sticky problem of handling problem employees. 10) How to layoff the sick or disabled worker (including personnel' compensation claims). Rarely is a worker ever fired on the spot unless that individual is a threat to the safety of other workforce or involved in criminal activity. To do this, draft a jobholder warning memorandum each time you have a problem with that individual. Gross misconduct and Employee Moral are Directly Linked. In addition, if the insubordinate individual is violating safety processes and hurts someone, a court will find you liable. If you ask them to work on Sunday or participate in a Christmas celebration, this is obviously not disobedience. (This objectively written final notification from our case study is a partial write-up on the past 30 days of Sherry's performance. If you have a loose attendance policy, you must measure the jobholder's performance and hold him to it. A difficult individual can become a difficult adversary after they are gone. It is critical workplace morale that you handle employee misconduct properly.

Many times, dealing with difficult employees becomes a chore that managers or business owners just don't know how to handle. If the insubordinate worker tries to rally other coworkers against the company, document this as well. If a small business owner does not reinforce on regular basis the communication channels between him and his personnel, a departure of a worker can disrupt the company and heavily impact overall worker morale. You can also choose to sack someone because they are not meeting performance expectations or even if they have a bad disposition. By being fair and consistent, your personnel will respect you and the business and give you the best job productivity possible.