Not only should you document the problems you have had with the worker, but you also should prove that you effectively communicated your directives to them. During your discussion, you should inform the employee what he or she did wrong, tell him or her the actions you will take, and warn her or him of the consequences if the action reoccurs. If you decide the difficult individual did commit a insubordination infraction, you can lay off immediately.

When you draft the sample memorandum of layoff for an employee remember to keep it strictly company. Not only should you follow all processes for reformatory action or warnings, but you also should write everything down