You must begin by drafting a dismissal notice. You must also give a written dismissal. The next best reviewer is the insubordinate individual's hiring manager. Many states do not effectively have employee-at-will laws. The employer should never terminate a worker on a whim or out of resentment. Most managers worry about giving employment references. You'll know intuitively who's litigious and who's not. Show the employee the warnings leading up to the separations, attendance records or the investigatory report. Your next step is to consider what the insubordinate individual has told you and decide whether the circumstances need a warning. This means he must give substantiation of what you were THINKING when you gave the reference. The rule is the same for everybody, so I must separate your employment effective right away.".

Using procedures like escalating discipline are important to turning these employees into productive personnel. Once you have adequately prepared for the layoff meeting, you must schedule the meeting. Now and then you'll want to offer some condolence, but other times this causes legal problems. Second, as we discussed in Chapters 2 and 3, a terminated employee will often sue you even when fired for legitimate reasons. To prevent this from happening, you must systematically decide who to layoff and then effectively communicate this to all workforce.