In either case, insubordination can lead to further problems with that worker as well as with your other workers. However, I strongly recommend Option 2 whenever you have the time. However in the low-risk case, it's unlikely that a worker will sue or a legal counsellor will take her case. It has always existed and it always will. First, it gets you thinking about potential issues you may face with your workers, which will also assist you brainstorm steps you can take to prevent these problems from occurring. If handled badly, you will have productivity and morale problems for months. For example, don't sack someone the day before Christmas or right before he and his wife take their kids to Disney World. Also make sure you discuss the major procedures aloud on at an orientation meeting for new workers. Everything said should follow the dismissal letter.

If your worker refuses to do their job, you have a case of disobedience on your hands. But, I recommend you still give the personnel some warning. As long as the poor performance or behavior occurs within a reasonable period, like 6 months, you give him another Final Written notice. Notice #3: "Low Risk" Separation Letter - Layoff Owing to Firm Need. Before writing this memorandum, you must gather as much detailed evidence as you can to support your case. Be sure to document your meeting, including anything the employee says and how he or she reacts to the lay off.