In such cases you are not handling insubordinate employees; you are handling difficult situations. And, you can retreat to your office if the worker "desires a moment" during the lay off meeting. Get control of your emotions allowing for a "cool down" time before continuing with the lay off. Since theft is common in most companies, owners should know how to handle this problem. In Melanie's case above, she had no evidence and no workplace rules. Giving Proper Grounds for Terminating a jobholder Help Avoid Legal Problems. Around 6 months ago, another supervisor was ribbing you about being a teetotaler. But, I recommend you still give the personnel some warning.

If this was a low-risk layoff, you should offer a small increased severance in return for a release. Just before the dismissal, change any passwords that provide access to the employee to any computer network accounts, financial records or other sensitive material. A Sample Employee dismissal Notice for Theft of Misuse of Property. I call this meeting the "Survivors' Meeting" but you must call it officially a "Business Meeting." This helps decrease the remaining employees' feelings of guilt. Even though one or more parties may be angry, it is important you treat the employee with respect. An difficult worker can ruin moral and cause various other problems in the workplace. In this case, the employer had the right to separate the jobholder.