As a supervisor or small business owner, you must not tolerate gross disobedience. If you decide to lay off for off-duty conduct, this is a high risk lay off. And if the disgruntled employee elects to buck the system, you are better-off without her or him. In this article, I give you a 5-step method for getting rid of a bad employee when you don't have the authority to fire.

Even if you have been a small business owner or in the Personnel department for years, you must consult your separating workers manual when beginning remedial processes. If your small company and facility are big enough to fall under this law's jurisdiction, you should contact an employment legal adviser to get a definitive legal opinion and action plan for your circumstances. Each business and department has different procedures and techniques for tasks. Also be aware that terminated workforce may act irrationally. Another good rule of conduct for Human resources managers or small company owners to keep in mind is that it generally is not a good idea to separate workforce while they are off work sick or injured. Holding a termination meeting with the worker. 2) You have discussed your circumstance with your attorney and have gotten his opinion. If the difficult worker is always late to work or with her assignments, then get her some formal time management training. 6) How to dismiss the mostly absent and tardy worker. In approaching layoff, you should use escalating discipline. A blatantly bad individual may refuse to do the task and subject you to abusive, profane, or threatening comments.