If you do the right thing for the company - firing the bad employee - then you know the employee will find someway to sue you or stir up trouble. And, by allowing the insubordinate worker to get away with his or her behavior, you are setting a precedent that tells your other workers it is OK to behave in a problematic way. As the owner of a small company or as the Hr Supervisor, you should realize it is important to have all your workforce abide by the same rules - which are the rules established by the small company policies and processes. Sometimes these personnel have a following of other coworkers who are just as abusive and misbehaving. From my experience, I have identified 3 basic items you should have before terminating any jobholder.

Likely to take law suit + Satisfactory evidence = Medium risk. Feel free to call the Human resources Supervisor at 555-1212 if there are any further questions. If you do choose to go down this path, you should inform the jobholder that this will happen. If Sarah wants coworkers to know about her health, she should be the one talking . However, you don't have to tell the worker of this right, and the representative can only be a jobholder, not a legal adviser or someone outside the firm. If the original hiring supervisor goes ahead and fires the bad individual, it's hard for the jobholder to claim this manager laid off her because he held prejudice against her. As you can see from these 7 roles, an Personnel professional is a key partner whenever a manager decides to dismiss a worker. Knowing these laws is essential if you have a worker that you must fire and who falls under these provisions. If you decide the employee violated a insubordination rule, you can layoff him immediately. It's possible your ex-employee will own the business. Enterpreneurs should become educated in how to layoff.