Legal advisers and Human resources professionals often call this a negotiated lay off. A lack of honesty is the first warning sign of employee misbehavior. Even if you know your employee is taking leave under FMLA, you can still sack him or her. Having a bad outlook in itself is not always a problem. Lastly, sit down with the employee and discuss the layoff notification.

As with any definition, the term "insubordination" encompasses shades of gray. First, recording violations of company policy tells the workforce you mean firm. A reprimand letter is usually the first step in any legal and proper employee firing procedure. If the dismissed employee wishes, she can release her frustrations and "inform off" management. A separation contract is a written contract between you and the employee. This means the employer can fire or lay off the worker whenever they want. With the sue-happy nation we live in, it is easy for a dismissed at will employee to bring a case against you and claim that you had no real ground for dismissal. Give the firm grounds for the layoff including the business's new strategic direction and company pressures. Lastly, it helps both employer and worker move forward. Accurately recording employee productivity. Here are some of my observations about your behavior.