You are the final say in the business, so finding help may require being more creative. If you're a small company owner, a jobholder leaving the firm can impact your company dramatically. Just simply state the facts and the reasons the jobholder's actions were unacceptable, and you're well within your rights. If it does become necessary to dismiss an employee, you must handle the matter with as much discretion and dignity as possible. To do this, you'll need to coin an at will employment termination notice that details the reason for separation and the effective date of lay off. A good sample separation notification for disposition should include several basic features. First, the jobholder has only a small back pay claim in any court trial, and no lawyer will want this small damages case. However, you may choose to if the lay off had nothing to do with the jobholder's performance. If you do not have a legal department, find a legal adviser who specializes in creating these types of guidelines. If you have a disabled insubordinate employee, you should confront the issue. If you ever have to write a lay off notice, it helps to have prepared ahead of time. Despite popular belief, most managers will not go through with a dismissal unless they have valid reasons.

If you believe you're "laying off Joe," you might only read Chapter 11: "Procedure for Laying Off Workers." In this case, you would make a mistake following this process for terminating Joe, and not following the proper processes and choices given in Chapters 9 and 10 for firings. A jobholder that is unwilling to change his or her work habits is likely to develop a negative outlook. As long as your workers have good work habits and show up on time, you can't terminate them for being in jail as this is bias against their crime.