I hope you now see that dismissing a problem worker while not "fun" is the only recourse you have when you want to improve results and morale. Employers don't want to leave any doubt about why they are terminating a worker. If you decide the problem worker did commit a gross misbehavior infraction, you can fire right away. Any jury reviewing this case would see you as treating the older employee more than fairly. Knowing which reasons are illegal is the key to avoiding a illegal dismissal suit. 1) Introduce the witness to the employee and stop small talk. It's better to move forward and focus on the future direction of the business and organization. If you wait even a day or two to act on a problem, the workers think that you accept the circumstance. Disobedience in itself is the refusal by an employee to follow a valid instruction from an person in the employee's chain of command.

For example, you must layoff a plant supervisor for an unacceptable number of safety violations or missing quota. ANSWER TO PART A: "Yes." You have a litigation coming for several reasons: 1) You're firing the 2 employees because they're women and this is illegal. Also by addressing the bad behavior directly, you're showing the bad worker that you're in charge and their behavior should change. First, you should ensure that your employee knows what the problem is. However, you may choose to if the firing had nothing to do with the jobholder's productivity. For a high-risk layoff, you don't use a separation letter, so the separation document is the only papers you must prepare.