Exploring the Connection Between Insubordination and Firing. Indispensable employee syndrome is a owner's (or any boss's) fear that a jobholder can't be replaced because he uniquely contributes a large share to the business's results. Attach any relevant firm policy and phone numbers the jobholder will need to call if there are any questions. The projects may include revisiting new employee training processes, extra training processes, or following a colleague to gain further knowledge. (This is because he didn't ever write a rebuttal.) The Jury's Conclusion: The worker's alleged wrongful reason is bogus and only invented after the fact to extort money from the company. Finally, the jobholder keeps a copy of the letter. Consciously or subconsciously, the employee facing termination, will often begin offensive behavior to make it more difficult to let him or her go. Before you layoff anyone, you should determine the chance the worker will sue you.

This is where a letter of reprimand may come in handy, however, it shouldn't end here. But when you don't have a discipline policy, you must use this program. By taking the time to personally get involved in the mechanics of the environment, you can weed out the bad outlook and foster growth of positive criticism. By targeting the problem early, having a paper trail, and writing a notification of separation for cause, the layoff will not be as difficult. As Dr Franco Gandolfini notes, 60-70% of your workforce will be indifferent, 10-15% will be openly hostile or subtly try to sabotage the changes to show management the change has been ineffective. And, if the worker had a company car, inform her you'll pay her back for cab fare. If you're terminating the employee for drinking on-the-job, for instance, don't beat around the bush. It also can prevent you from turning up on the wrong end of a wrongful lay off law suit.