If the hiring supervisor isn't available, then transfer the difficult worker to a boss in her protected class. If you feel you cannot approach a worker calmly, you must leave it in the hands of an Human resources manager. Before offering a fired worker any severance agreements, contact your attorneys or legal department to get advice on how to proceed. First a disgruntled employee may try an emotional plea. Experiencing Legal Problems On the account of a Insubordinate individual. Just get your facts straight and create good solid documentation on why you dismissed the employee. If you don't layoff some people today, you'll bankrupt the small company and no one at the company will have a job. Don't use any company or industry jargon and, if you do, make clear what it means. If you have a difficult individual, you should always give a verbal notification for the first offense , followed by remedial action or counseling, before you consider separation of the worker. Be careful when giving grounds for separation. A worker who you sack could potentially have a case for illegal termination if you sack her or him on impulse with no prior signs his or her job was in jeopardy. Terminating an employee poses a certain number of obstacles.

First you give a oral notice. In return, give her the guideline dismissal package. In addition, it should provide you with tips and advice in case the worker files a grievance or a litigation against you for illegal termination. If you decide the problem worker did commit a gross misbehavior infraction, you can fire right away.