First, it gets the attention of a worker who has great potential for the business but who needs to shape up. This means you can choose not to hire someone because you believe they may not be a good fit in your small company - as long as your decision does not violate any employment laws. Except for the signature, the difficult worker rarely fills out the bottom part. If you own a firm with strict OSHA laws on employee hygiene, it is imperative that you enforce them with your employees. Always Document When Separating Workers. If necessary, highlight parts of the business's manual that were violated. If you choose to mail the letter to the jobholder, then be certain you use certified mail. For example, you might say, "Workforce who fail to wash their hands after using the rest room will receive one day suspension after the first offense, three days after the second offense, and dismissal after the third offense." Or, it could be more general, such as "Employees who fail to wash their hands after using the rest room will face suspension and possible separation." How much leeway you wish to give yourself when it comes to rehabilitative action is up to you. Anyone in a canceled job is on the "hit list." You must consider individuals on this list for the newly created jobs.

Once you have this evidence, you can fire the jobholder. In approaching termination, you should use progressive discipline. An employee separation notification is a formal letter explaining the reason for lay off. This policy should obviously explain directives of employee hygiene. Chapter 7 explains how to look into insubordination (and minor misconduct for that matter). At times, family crisis or other personal problems can cause an employee to lash out at their supervisors. First, it takes much documentation to properly terminate a insubordinate worker, and at times we don't have the time or willpower to get it.