Only then can you lay off insubordinate employees while minimizing the effects on the business. Second if you have a case of overwhelming misbehavior, you can immediately dismiss an employee. You as a boss have tried every positive method possible to deal with a problem individual. The best one will show a clear violation of a final written notification or of your gross misbehavior rules. You must then report to the unemployment office you made the job offer and he refused it. The employee has not been doing a good job, the boss has all the substantiation of this and the jobholder has fair warning that it will happen. Make sure you include the dismissal date in your notification. Sample Employee separation Notification for Lackluster productivity.

To keep yourself and your company out of trouble, you should follow proper separation procedures. o With high-risk separation, you negotiate a release before dismissal. When you have information that can guide you through the process, pointing out correct ways to reprimand and correct layoff methods, this will help in protecting your small business. o When you think the jobholder will likely get violent, do you have a security individual waiting near the meeting room? The worker's lawyer will prove your business has a loose policy, and other employees, whom you didn't fire, have worse track records. o Poor personal hygiene (for example, the jobholder smells bad). The worker reprimand notice is part of the escalating discipline procedure you must use before terminating any employee. The jobholder may even boast about the use of a degrading epithet towards the employer.