o A jobholder's medical condition. o Demanding to see his or her personnel file. When you use these tips and proper lay off procedures, you can dismiss your wayward executive and stop cold any possible litigation. Probably the stories from the accuser and the accused workforce will differ. You can define misbehavior as an instance when a jobholder either refuses a direct order from a supervisor or there is a confrontation between a supervisor and a jobholder. So, if you do need to separate one of these employees you must avoid being on the losing side of an unfair lay off case. You should spend a little more effort sacking an employee like this. Most workers respond well to a supervisor respectfully correcting a productivity problem before it gets worse. You also might consider using a reformatory action form.

o When you feel the worker could "go postal" (that is, leave and come back with a gun), you must hire a security guard for 2 weeks, have him wait in the lobby and have him look for the fired employee. You must not display anger during the dismissal interview. Now here's the list of worker protections from dismissals. The exception to all this is if she has overwhelming misbehavior and then you can separate her immediately. Question: What if you, or a subordinate, separate a bad individual without following proper methods? o Is it unlikely the employee will take lawsuit against you and the small company? To protect firm productivity, you should terminate insubordinate employees as quickly as possible.