More than likely, some will be happy to see that individual go while others will feel disappointed. Most disciplinary actions for a disobeyed order should fall between the lines of a written warning, suspension from work, relocation to a different organization or even layoff if it harmed a coworker or it seriously affected the firm. Management can handle Gross misconduct or disobedience by giving a written notification, docking pay, removing vacation time, or simply talking with the employee. Since the jobholder did not do anything to bring about their termination, the idea is to not blame the employee. Thus, the first sentence states the purpose of the notice. Otherwise, you find yourself in the middle of a wrongful lay off law suit. The proper way to separate a worker is for behavioral problems such as bad performance, tardiness or missing work. You don't want to blame the high-risk worker for lackluster performance or misconduct.

There are plenty of stupid and unlawful reasons that you want to avoid such as separating someone because he's left-handed (stupid) or because he's old (illegal). We are all human and blatant misbehavior can get under the skin of even the most professional supervisor. Whether the boss should use escalating discipline such as warnings or letters of reprimand or should separate the worker, depends on how the employee disobedience occurs. The jobholder reprimand notification is part of the escalating discipline method you should use before separating any worker. My expectation is your rough and arrogant behavior stop immediately. These may be items like business computers, cell phones, credit cards, ID badges or a business car. With an exit interview, you interview a recently separated employee about his experiences with the company.