Regardless of the degree of insubordination, you should take action with your worker. You don't want to sack someone for occasional minor misbehavior occurring over the years. The jobholder is threatening violence. You should make sure a person does not have the right combination of qualifications for the job. Your employment with [Your company] will layoff effective ________________. You can find a memorandum of recommendation template (Tool #6) following this outline in the employee Separation Toolkit at the end of this book. Often, you don't have to separate because the pressure forces the employee to resign.

The first item to consider when figuring out how to terminate employee workforce under contract is to decide if terminating this employee can wait until their contract expires. To be successful in managing insubordinate employees, the boss must try to understand the dynamics working on the worker at the time. Most people consider this a severe form of separation where the employee is at fault. When the time comes to dismiss a worker, sample employee separation notifications are helpful. For the most part when a manager fires someone, he or she has valid reasons. The release is how you protect yourself from a legal action. o Replace high cost workforce with low cost workers (note: be careful on age bias here). You'll interview eyewitnesses and gather documents to either prove or disprove the insubordination. To develop your standards for job termination, work with your legal department.