If you have applied your system consistently across the workers, you can use it to terminate a group of personnel. Make clear what items the jobholder must return to the company such as company identification, company credit cards or debit cards, and equipment provided to the jobholder, such as a laptop or a cellular phone. If you have to terminate a worker, make sure that you follow your own policies. Lastly if you feel the need to separate the jobholder on the account of many small incidents, you must attempt to isolate the underlying reason behind these reoccurring problems. It gives you a great way to remove insubordinate employees without having to confront them about their performance and conduct, which can lead to lawsuits. For example, the boss can rate the worker from a 1 to a 5 where 1 is an excellent worker and 5 is someone who wants continuous coaching and retraining. If you have even one disgruntled worker, you'll find that your production decreases. After you have communicated to the employee the dismissal, ask the worker if he or she has any questions.

For example if a worker refuses to operate equipment for which they are not trained to cover for a coworker, this is not gross misconduct. As a last straw, Rick didn't complete a 1-page report on-time which you desperately needed, so you sacked him. If your small company doesn't have a conference room available, then use another supervisor's office, or use your own in a pinch. Further, insubordination forms must also contain clear evidence by the supervisor that he or she spelled out the penalties for refusal to carry out the direct order. If you don't have a firm handbook, you can always post worker rules in the common areas of the office. Here are some other alternatives: If the jobholder is a poor performer, you must put the jobholder into escalating discipline and give him a chance to increase. If you bring them into your office and make clear the situation, whether it is downsizing or poor work productivity, the other personnel will appreciate your honestly. If the employee can't work because of poor health, for example, he can't get unemployment compensation.