Even a chronically late insubordinate employee can cause safety problems as other workers try to pick up the slack or to speed up and catch up on production when the jobholder finally makes it in. Having a sample memorandum of misbehavior on file can assist you through most misbehavior issues. Before calling the police, get agreement from your management chain and Personnel. If you are an Human resources supervisor, this may be as easy as contacting a higher authority, such as a Vice President or President of the business. I would like to arrange a time in which to meet you and allow you to collect your personal belongings out of the office. You should obviously communicate what the problems are and how they negatively affect the company. When you have a disgruntled worker, you should carry out the employee lay off process suitably. Unlawful Conduct/ Whistle-Blowing/ Litigation. Even if your personnel follow company rules most of the time, you'll still have management issues.

For example, you might say, "Workers who fail to wash their hands after using the rest room will receive one day suspension after the first offense, three days after the second offense, and separation after the third offense." Or, it could be more general, such as "Personnel who fail to wash their hands after using the rest room will face suspension and possible separation." How much leeway you wish to give yourself when it comes to rehabilitative action is up to you. In the next chapter, we cover mass lay offs which are often easier for you than dealing with one difficult employee. In any workplace environment, it is important for both the manager and the jobholder to understand the employers rights. In Chapters 2 and 3, you get a listing of reasons for terminating or laying off an employee. An problem individual can hurt the morale and success of a business. Be sure to include the basic facts leading up to the layoff including employee warnings.