Or, you start the negotiations for a high-risk lay off. Provide specific reasons for sacking the employee, their problem behaviors and dates these problems occurred. You, as a supervisor, cannot hide from it when it happens and must deal with it consistently, fairly, and quickly. While you must advise them in person, a sample written notification or layoff can make it easier on you and the jobholder. Regardless of whom is in charge of supervising the jobholder, everyone responsible must be aware of proper papers procedures. Your workforce can't do their jobs unless everyone obeys the business rules. These goals and measures should be reasonable for the insubordinate employee's job and experience level. Most states require you to pay a former employee right away or within 30 days of termination. The worker may need this notice to get unemployment benefits. You can lay off an employee after engaging in insubordination just one time, but you must be sure to complete a thorough examination proving your case before terminating the worker. You can use this information not only for separating corporate executives, but also for firing partners and trusted lieutenants in small businesses. Unquestionably, if the problem employee is destroying the department's performance and group spirit, then your only choice may be immediate lay off.

Whether you're a small, medium or large business, you must document the reason behind the lay off based on legitimate firm needs. You as a owner and manager want to be in total control of the firing. 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.