Finally, if something in the difficult worker's life is depressing her, now and then sending her off to a professional seminar or convention can work wonders for her spirits. If a jobholder is causing problems, but the business fails to list this problem as a reason for lay off, terminating this employee will be difficult. Even "at will" workers who understand that they may lose their job at any time may have legal recourse if your reasons for firing a jobholder are invalid. This is important as dismissed workforce may show a range of emotions from tearful acceptance to angry and abusive behavior. Action that is too forgiving will send the message that you'll tolerate insubordination can lead to trouble down the road as other workers push to find your limits.

1) Tell the worker you're having this meeting to give him a discipline warning. For the same reasons, don't let Personnel advertise for the position until the worker is off the property. By providing substantial documentation and following proper processes when terminating workers, you have a better chance of enjoying a smooth transition without concern of retaliation or a negative lash back. Even a chronically late insubordinate employee can cause safety problems as other workers try to pick up the slack or to speed up and catch up on production when the jobholder finally makes it in. And, your layoff notice will be a key document since it should make clear the specific reason for the lay off. He or she can slow down production, cause other employees to become difficult, be a safety hazard, or even cause legal troubles. An problem worker can cause a breakdown in the chain of command. Unless the dismissal is disciplinary in nature owing to worker misconduct, there are successful ways of easing the separation anxiety of everyone involved. If it does become necessary to fire an employee, you should handle the matter with as much discretion and dignity as possible. All they needed was an-easy-to follow employee termination procedure guide.