Don't you have enough on your plate trying to manage and run the business? By the way, it'll be easier to sell this to the worker (and to his coworkers) that his new assignment is a "lateral" move. Give the date by which the employee must sign the separation document and tell the employee you encourage him to have a legal counsellor review it. This may not be a solution in your particular department, however. However, if you believe the jobholder's productivity can be altered, counseling workforce is an intermediate step before sacking becomes necessary. Even if you don't want to let the person go, for the sake of the company, you have to let them go. However if the employee still refuses then you need to suitably and decisively fire the worker. Firing personnel for misconduct is, unfortunately, something that nearly every small company owner or Human resources Supervisor must do at some point in his or her career.

Insubordinate employees are a fact of life. Instead of listening to gossip, try to find concrete substantiation of the problem. If you fail to consider legalities and proper procedures, this program can cost the company dearly. Before ever dismissing a jobholder, you should set up company policies and processes. If you're the supervisor, you must do it right. Lastly, if the final paycheck and severance check weren't ready for the meeting, let her know when she can pick these up. If you're unsure about how to deal appropriately with an disgruntled individual and how to document the problems you are having with this person, you might want to attend a firm workshop or take classes at a nearby college.