It is essential that you prepare suitably for the layoff meeting. Here's what to do when an employee is abusing your sick leave policy. If you handle it suitably, then losing the jobholder can boost your productivity. It may only give 2 chances for improvement. Although you can't prove the insubordination, the worker still has a productivity problem. 2) You should inform the worker to whom else you are offering "the package" including their ages, job titles and business units. In addition, the information provided in the memorandum must be thorough and recorded. (Include date, time, place, eyewitnesses and how behavior has affected the boss, organization and business.) By leaving the laid off employee their dignity, a business can succeed in doing away with the poor employee and keeping the firm morale intact. In the first paragraph, the notice should obviously state that this employee is being separated. Keep the exit interview brief and avoid saying too much, as anything you say can be used against you later if the employee decides to file a law suit.

Finally, after you have carried out all steps of worker counseling, you should review the insubordinate employee's performance again. Once you document the problems with the employee, you can terminate her or him if he continues to cause problems. Besides enforcing business policies, you should provide documentation of problem behavior. In the toolkit, you'll find a separation contract template. Is the termination justified given the worker's tenure with firm, past productivity history and recent documentation of productivity problems?