In this case, the employer had the right to fire the employee. If you have an bad individual, you should address the problem and deal with it swiftly. Also they may blame excessive absences on reoccurring illnesses that run in their family. If the problem is on the account of personal family difficulties, you might advise the employee to seek outside counseling and give them the opportunity to increase their work. If you're unsure about how to deal suitably with an difficult individual and how to document the problems you are having with this person, you might want to attend a firm workshop or take classes at a nearby college. But knowing how to sack someone suitably is important to the future success of the company. In drafting the jobholder written warning, describe, in detail, why you are writing the letter. It occurs a few days after the jobholder's termination.

A worker that is apathetic is also a candidate for worker insubordination. If they do, how much will it cost the small company to retrain new workers? This agreement is legally binding for both parties. Let the jobholder vent if she desires to. And, you must document this by asking the employee to send you a memo agreeing to take the lesser position. Lastly, insubordinate employees will often threaten you with a legal action if you lay off them. Finally repeat these major methods regularly at company meetings. It could turn things around with performance, and then you are the wiser employer.