Make clear to the jobholder that no further recourse is available to try to resolve the problem. Because dismissing a jobholder is often stressful on the boss, using a sample written notification of separation is a wise move. After all, an employee that is insubordinate is one that believes he or she can make and live by his or her own rules. In this case, you should treat this as a high-risk layoff to cut your costs (more about this in Chapter 4). And, she's trying to make you feel guilty. If a notice of reprimand doesn't work, then follow up on the consequences you set forth. For example, if the difficult individual is routinely late arriving to work, production may cease altogether as the other workers wait for the worker to arrive.

It is essential you write an employee dismissal notice professionally and accurately. And, you can retreat to your office if the jobholder "needs a moment" during the termination meeting. If you choose to mail the letter to the worker, then be certain you use certified mail. Lastly, it helps both employer and employee move forward. If this is the case, you must hand it to the worker during the layoff meeting. Because the Personnel department is not for the most part in the ex-employee's chain of command, they are in the best position to conduct the exit interview and get honest opinions. A worker separation agreement is a legal contract that you, the manager, should sign with the fired worker. (Include date, time, place, witnesses and how behavior has affected the boss, department and company.)