Because overwhelming misbehavior isn't always as it seems, I recommend you place the disgruntled worker on a 3-day investigatory leave to gather the facts. For example, suppose you have documented proof your ex-worker was sexually deviant. Or, of course, you may have terminated the employee for bad behavior or poor work productivity. The exact information included in your employee layoff agreement depends on you, the worker, and the specific sacking circumstance. Indispensable employee syndrome is a entrepreneur's (or any boss's) fear that an employee can't be replaced because he uniquely contributes a large share to the company's results. In either case, you and the worker should meet in a private, or semi-private setting to discuss specific behaviors or work productivity that need improvement. If anything, these forms will provide your legal department or your small company's legal defender with enough evidence against the jobholder should legal problems arise from the termination. At times former personnel try to file a unlawful lay off suit against their employer. In all other cases, you must do the examination internally. However, if you believe the worker's productivity can be altered, counseling personnel is an intermediate step before firing. Worker Rights in Separation: Know What They Are Before You Layoff.

In doing so, you won't surprise the worker with his lay off. As a small business owner or Hr Supervisor of a company or corporation, it is your responsibility to stop the insubordination immediately and to take the suitable remedial actions. For example, suppose you have documented evidence your ex-employee was sexually deviant. If the disgruntled worker is negligent, for example, he or she may not appropriately follow safety processes. You must prepare an exit interview form.