If you layoff an employee for "cause," a clear, well-written statement of the reasons for the lay off will inhibit any future lawsuit by the jobholder. Because separating a worker is often stressful on the manager, using a sample written notice of layoff is a wise move. If you ask the jobholder to do work within his or her job description and within business policy, the worker should comply. Here is where separating jailed workforce becomes sensitive and you must proceed carefully. Attempts by an employee to belittle or undermine the authority of management may also fall under the category of employee insubordination. Besides describing expectations, the worker hygiene policy should also detail the repercussions of ignoring these rules. All software developed in the small company should pass a rigorous quality control method. In Montana, the law requires any lay off to be "for good cause." But as you learned in the last chapter, federal and state governments and judges have created over 30 laws preventing employers from firing for wrongful reasons. Instead of having parasites eat into the small company, you should take steps to save your firm. If the small company doesn't have a conference room available, then use another boss's office, or use your own in a pinch. Don't' hesitate to take action, especially when dealing with dismissal for cause.

The employer should mail the sample worker discipline letter to a jobholder or hand it to them directly. *Complete the notice by offering either references for future jobs, or just the hope they find a job circumstance that suits them. (Please give him a chance to improve, but if he remains a bad apple, then terminating is appropriate.) He heard you say clearly, "Kevin is the jerkiest manager I've ever had. In any workplace environment, it is important for both the employer and the worker to understand the employers rights.