If you have an Human resources department Supervisor, this person should do the review. ANSWER TO PART B: "Yes." You have adequate papers with your written warnings about her performance problems, and you have given her 4 chances to upgrade including training. Dealing with difficult employees is perhaps the hardest part of running a business. Here your employee has repeatedly failed to increase his or her behavior and you have detailed this case thoroughly. Before Writing The worker Reprimand Notice. Here you'll have to create a written warning and present it to the worker. * DO ask about the impact of the work environment to the worker's job satisfaction. And, if you're firing for an illegal reason, you'll at least know you're inviting a suit. Being fired is the ultimate form of this. If the worker continues to be problem, however, you'll have no choice but to carry through with reformatory actions. If you, or a subordinate, dismiss a problem worker "on the spot," you'll probably face a unlawful termination suit.

If the troublemaker is a poor performer, you should immediately put him into progressive discipline and lay off him when his productivity doesn't increase. Owing to her inadequate productivity over the past few months, we've given her warnings with the latest being a final written notice. For example, if the worker produced poor quality work, the supervisor should have detailed worker counseling sessions or written warnings. Employee disobedience causes many problems in the workplace, but doesn't have to hurt a business.