If you own a company with strict OSHA laws on worker hygiene, it is imperative that you enforce them with your workers. A insubordinate worker can negatively impact your small company by projecting a misrepresentation of the small company onto potential clients. As an employer, you must set specific standards defining sexual harassment in your workplace. For every act of disobedience, you must document the incident and discuss it with the jobholder. By fixing the problem the first time, your insubordinate worker's behavior may improve. Knowing your rights as an employer will help you to go through the termination according to all the rules, and safely wash your hands of someone without worrying about him claiming wrongful layoff in the future. If you decide to use written warnings and a probe, make sure you do it right. As you may recall, we met Sherry, a recovering alcoholic and an office administrator with terrible productivity. Terminating a jobholder is never an easy method either for you or the worker, but sometimes you will have no choice. If you're sacking the guy and he says, "You can't layoff me. And since you had to go into the past to "get him," your "real" reason for sacking should be an illegal one.

Let's just say I can be flexible with the package . For example, you may have to terminate the jobholder on Friday, but can't get a check cut until the next Tuesday. A conflict with one of your workers, for example, can cost you a valuable client because the difficult employee is misrepresenting you and the business. Get a legal counsellor involved immediately.