But you need another section labeled "examples." The firing boss must include detailed examples of the bad behavior. Because Maria is bitter and angry, she decides to file a improper layoff litigation to get revenge. Chapter 7: Build Your Case: Examination For Gross misbehavior. Employment insubordination is not when a jobholder is unproductive, fails to follow minor guidelines, or breaks minor rules. If the company can afford it, you must offer a package to each employee which is better than your standard package. Are you frustrated by a difficult employee who is ruining the small company' performance? An angry worker leads to a costly law suit. If the jobholder continues to be insubordinate, however, you'll have no choice but to carry through with disciplinary actions.

If you can't get rid of the disgruntled employee and he won't change, then you, as the supervisor, should change. If, however, you separated him for repeated minor misconduct or for insubordination, then the ex-employee isn't eligible. If the employee decides to remain or you can't reach an affordable settlement, then these are your best remaining alternatives: Let me give you a thumbnail warning for bad attitude: After you have tried everything to correct a jobholder's performance, you must consider terminating this individual. First, you can find someone in your organization to coach the problem employee. If the manager sees gross insubordination, they will generally discipline or terminate that worker.