Attached: (Due to the severity of the situation, you should attach a copy of the proof showing the jobholder's theft or misuse of business property.) Are you a timid proprietor or human resource individual? In such cases you are not handling insubordinate employees; you are handling difficult situations. Separating Workforce and Employer Conduct for Sick or Injured Personnel. In this meeting, you shouldn't inform the problem employee what you're going to do about the bad behavior. Before the employee enters your office, be certain you know the concrete details of the situation (if there was one), of their productivity, and of their attendance. In addition, they will provide a standard on what information to include in the firing letter you supply to your workers. An employee that is unwilling to change her or his work habits is likely to develop a negative outlook. Family and Medical Leave Act (FMLA) also applies to sick and disabled personnel.

Attempts by an employee to belittle or undermine the authority of management may also fall under the category of worker misbehavior. However you can lay off the worker for reasons outside their protective status. However you decide to layoff workers, you should do it consistently. But it's rare the "bad apple" miraculously becomes a model worker, so the chances are good you can build a strong case for separation. For example, it is important to know if this individual is prone to violence or fits of anger. If you have followed the proper processes and have collected the right documentation, you incur no more risk by including the reason for termination in your notice. Before you write a jobholder reprimand notice, you should guide this programmer through this problem.