A second way difficult employees try to keep their job is by refusing to sign your warnings. Also, every audience is expecting you to be fair and reasonable with the insubordinate employee. Employee hygiene is important to any firm, but to those that serve or prepare food and to those that work with people it is crucial. And those are the easy ones–some employee termination is distasteful. A foolproof separation memorandum is one of the most important documents of the layoff procedure. What's the risk in separating this worker? *Did the worker have a clear understanding of what your expected of her or him while employed?

If you feel the employee is sincere, and their behavior is correctable, then you should decide on steps to improve and motivate them. This policy should obviously make clear expectations of worker hygiene. Also every worker should have a hard copy of these rules that discusses offenses that may result in immediate suspension or lay off. If the contract states the worker's problems warrant termination, then you must carefully craft a separation letter to highlight this portion of the contract. Explain to the jobholder that no further recourse is available to try to resolve the problem. For specific language of these agreements, contact either an Human resources professional or an employment legal adviser. An employee separation form can help to ensure you do not leave out any information. By following a standard dismissing program, separating an employee like this usually goes smooth enough. Gross misconduct in itself is the refusal by a worker to follow a valid instruction from an individual in the jobholder's chain of command.