If the worker continues to be insubordinate, however, you'll have no choice but to carry through with reformatory actions. Before you decide to swing the proverbial ax and let a disgruntled employee go, you should have valid and legal rationale for doing so. It is important that you understand what your rights are as an employer and what the best way is to go about separating an employee. But, because you thought you were separating under good terms, you don't have documentation supporting your layoff. If you're afraid of sabotage or theft, then you should oversee the jobholder's pack-up.

In other words, make sure it is professional, unbiased and follows company policy. Fifth, you can use a Machiavellian trick against someone who has resigned from the firm. Owing to his mother's illness, he resigned and moved back home. Besides misconduct, the worker can become ineligible for other reasons. If you can, document the effect their absence or their grounds for being in jail is having on the small company. But you also should understand that now and then they work and other times they don't. If, after plenty of warnings and discussion with the jobholder, he does not stop his bad behavior then you have no choice but to fire employment. But now and then there is no other choice and owners often turn to human resource employees to fulfill this awkward task. As you now know, sacking an employee is not just saying 'you're fired'. As of today, the date of lay off, it is essential that you return any remaining firm property that is still in your possession, as well as any company identification badges, computer log-in passwords or company credit and debit cards.