Unless there is a contract spelling out why and how a worker can be separated, there is no agreement to that effect. Here you inform the insubordinate employee exactly what you expect of him and what he should do to correct the problem. In addition, the information provided in the letter should be thorough and documented.

Doing so will decrease or eliminate the possibility of that worker's sowing seeds of discord among other employees, getting them to "side with him" to the state labor board that no policy was ever mentioned. If you're sacking the guy and he says, "You can't layoff me. If the problem individual refuses to sign or walks away from the meeting, document this fact. If you fail to do this, the jobholder has the right to take suit against you. Legal watch-out #1: Avoid saying anything in the meeting the employee might construe as unlawful discrimination. Personnel workforce are trained professionals. You might even find yourself battling legal charges if the employee feels that your termination was discriminatory or that your separation did not have a solid basis. A good sample lay off notification for demeanor should include several basic features. Misbehavior in itself is the refusal by an employee to follow a valid instruction from an person in the jobholder's chain of command. Conducting lay offs is never an enjoyable task, but you and your personnel can get through it if you do it properly. A jobholder that is unwilling to change her or his work habits is probably to develop a negative attitude. * DO ask your employee why they are leaving the company.