Dimissing personnel is an unpleasant, but necessary task for managers. Normally, any employee, whether a "problem" or not, wants help to increase productivity and behavior. You'll have kept the fired worker's dignity intact and not disheartened the rest of the staff. Now and then it's best to throw up your hands and let someone else handle the problem. They won't win because you have papers of their bad actions. Your worker write ups will protect you if the employee files a improper layoff suit. Remember, your ultimate goal is to create a supportive environment while effectively using the worker discipline form to help keep employee problems in line. Your employment with [Your business] will separate effective ________________. The insubordinate employee can be outgoing and blatant or passive aggressive. Otherwise, the employee or his legal defender will accuse you of bias. This worker can suck the life out of the organization and cost the company much more than she ever gave. This is easy to do since workers win 70% of the time (source: Getting Terminated by Steven Mitchell Sack).

Often problem employees will respond better to a manager who keeps an "open door" policy and invites comments and dialogue. When managing problem employees, you must remember that often these individuals are more likely to file a improper termination law suit. The worker's legal counsellor will, undoubtedly, know this. Your first agreement with the salaried monthly worker may have included a discontinuance package in the event of layoff.