I just don't know what to do about handling insubordinate employees such as John. Keeping Yourself Protected with Sample Job termination Letters. An problem employee can hurt the morale and success of a business. A foolproof lay off letter is one of the most important documents of the layoff process. Employees who receive notifications of separation are for the most part not taken by surprise, because managers have warned them that such a notification might be heading their way. I call this a negotiated termination. If your company doesn't have a Personnel Group, then a manager in another department would be the next best choice. At what point will you sack the employee?

However, always consider this type of reprimand as a tool for improvement first rather than a means of ridding your small company of a problem worker. If you feel you can't approach an employee calmly, you must leave it in the hands of an Human resources supervisor. I suggest the employee's boss does the termination, unless you're also separating this manager. Also, you may want to contact a legal defender and decide on a legal strategy. Don't' hesitate to take action, especially when dealing with layoff for cause. Does At Will Employment Need Justification of Hiring/Sacking Decisions? If the troublemaker is a poor performer, you must immediately put him into escalating discipline and fire him when his performance doesn't improve.