She had not kept records of productivity, and therefore ran a high risk of a improper lay off law suit. What if you're the independent reviewer for another manager's layoff decision? Next, make clear any documentation of employee counseling sessions, special training provided to resolve the worker problems. Progressive discipline is a method for rehabilitating a insubordinate employee. Since some good manuals and videotapes are available on this subject including my Employee termination guidebook, you must take time to read about proper separation procedures. Undoubtedly, there are some rare occasions when there is an exception to this rule.

When you do have problems with a worker, you must document it with the disciplinary action you took. See Tool #3 in the jobholder Dismissal Toolkit for layoff memorandum templates. Of course depending on the circumstances, you may eventually have to layoff the jobholder if their illness becomes a permanent condition that will not allow them to return to work. Then give the details of the dismissal including the layoff package details. There should be specific standards written in the jobholder's contract stating reasons remedial actions the firm must take before sacking the employee. Therefore, you must be keenly aware of how insubordination and terminating are connected - namely how to go about firing a worker who is problem. We're not referring to terminating an employee who is endangers others in the workplace or who is caught in a criminal act. Since this is just a sample layoff notice, you must change it for the company circumstances. There are various degrees of disobedience, and you should not handle every case of misbehavior the same way. Then if the jobholder continues to refuse to sign, the manager should write on the form the worker refused to sign the warning with the date of the refusal.