Through your questioning, there's a good chance the fired employee will say something you can use against her in a illegal dismissal suit. You may have been told that to "legally" sack you should document the jobholder's performance problem and bad behavior. There is also employee misconduct when an employee is abusive or refuses to follow directions and instructions. Take only those steps which best benefit both the jobholder's job satisfaction and your business' welfare. You must have a legitimate reason for dimissing the employee, and you should communicate this reason to your worker. So you should deal with the insubordinate employee immediately and professionally. o Refusing to commit an wrongful act at the boss's request. Therefore, you should have easy access to a sample employee termination letter. Tip #3: Expect to give a larger separation package when you must terminate immediately. Since every firm is different, you may want to alter the sample dismissal notices to fit the business or industry.

Make sure the jobholder knows that you have made your final decision and the employee can't negotiate for their job now. Remember, your ultimate goal is to create a supportive environment while effectively using the jobholder discipline form to help keep worker problems in line. Then make clear what severance you will give the jobholder and how you came to these final numbers. You must account for this when developing your firing disabled employee policies. The worst mistake a firing boss can make involves writing the lay off memorandum.