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The most difficult part of counseling a problem individual under contract might be that individual's outlook. This will break the chain of good work appraisals which the jobholder could use against you in court. Second, you must reduce scheduling errors to no more than one a week. The more information you have at your disposal will guide you through the necessary steps that need to make this a smooth and easy procedure for you (and much easier on the jobholder as well.) So you must deal with the insubordinate employee immediately and professionally. When using an employee discipline form you not only tell the disgruntled employee that their behavior is unacceptable, but you also have a written documentation of the issues.

o The insubordinate employee is politically "protected.". The notice also gives you a chance make clear why you fired the jobholder. The Personnel workforce can help managers with workers who have spoke out of place, damaged their own reputation, and otherwise gone on a wayward path that only leads out the door to unemployment. You must change your expectations of the problem employee. Please note that while one instance of grumbling may not immediately lead to a charge of gross misconduct, later displays of such behavior could lead to further discipline which could include disobedience and lay off. The risk - low, medium or high - tells you how to handle the firing and save your small company a fortune in legal fees and jury awards. This gives you legal substantiation the employee knew why you were letting him or her go. Since layoff is always an emotionally charged circumstance for both the boss and the employee, you might include some special instructions for the supervisor. Sometimes in the exit interview, the jobholder will inform you about some potentially illegal conduct by the company. The day of the firing will be emotional for everyone.