Before you start the firing, you should read the executive's employment contract thoroughly. There are many reasons that make it necessary for a worker separation. Finding out exactly what happened is the first action you as supervisor need to take in response to employee misbehavior. It involves gaining proper documentation and having discussions with the employee about her or his terrible performance. But even during the worst times, remember nonproductive and bad employees will destroy productivity. A insubordinate worker can easily be a safety hazard for your other workforce as well as for him or herself. But at times, a supervisor will tell his employee, "resign or be terminated." This is clearly an involuntary resignation. Go through the firing memorandum with emphasis on items in the discontinuance package. If the jobholder's behavior does not increase, then managers can use this invaluable papers to clarify the procedures taken to warn the employee that they may lose their job if they did not change.

First, it gets the attention of an employee who has great potential for the company but who needs to shape up. He or she can slow down production, cause other workforce to become bad, be a safety hazard, or even cause legal troubles. An insubordinate employee can hurt the morale and success of a business. Just because a jobholder makes a rude remark to a supervisor or owner does not necessarily warrant right away layoff from the business. For example, "After giving you a oral notification and time to upgrade, I'm still disappointed in your current productivity level. You lay off this worker on the spot.