Her representative should be a worker, and her attorney can't be the representative. If you make this a compulsory transfer, the jobholder could quit, claim constructive discharge and still sue you for illegal layoff. And, his boss has repeatedly warned him about his poor productivity over the past year. If you had to choose him or her owing to the lowest sale rate, make clear that. At times, exactly what happened is hard to decide because other personnel may be too afraid to speak about it. It's like the old saying, "When the cat's away, the mice do play." You'll hear about the insubordination from an accuser. And state the date the employee will stop working, and any cash payable to the jobholder as well as any business property the employee must return. Loyal clients and customers start to take their business elsewhere. In the employee written notification you are essentially outlining any reasons you might, in the future, decide to separate. If some of these items are at home, then you must arrange a time for her to bring them back. Documentation Needed For Poor performance And Minor Misconduct. Also, it's disobedience that has severe consequences for the company.

Having a sample memorandum of insubordination on file can aid you through most misbehavior issues. At what point will you dismiss the jobholder? I'm always available to help you reach your goals. And, a jury won't find your reason credible because you have nothing in writing or you never gave the jobholder a chance to increase.