When you do have problems (Forced Resignation) with a worker,

When you do have problems with a worker, you must document it with the reformatory action you took. You can specify a clause that if a jobholder is laid off for certain reasons, than they will not be eligible for any severance benefits. Remember that insubordinate employees can cost the firm money. o Has the employer followed the company's policies and methods? not just the difficult worker's. Since you have good papers of gross misconduct, this can be no higher than a medium risk layoff. The following will typically meet your wants for a bad performance and minor misbehavior cases. When the rubber hits the road and all else fails, you may have to separate this person. The grounds for this layoff are as follows: (You should include your specific evidence here. Note the sample employee termination letter specifies the reason and the efforts to correct the circumstance. Once you have these policies, all managers should follow them consistently.

This can lead to a law suit for the company and the employer. Then you can sack for this breach and probably sue for damages. The firing manager is on edge and is ill prepared, the jobholder in question may become angry and rumors fly around the workplace like wildfire. You're only safe if the jobholder resigns to take another job or to go back to school.