FROM THE WEB: RELATED INFORMATION: You can cc them on the notification, and note that they should place a copy in the employee's file. They are not commonly in the firing supervisor's direct chain of command, so the worker may feel more open to discussing departmental problems. While managers may need to know the general program for terminating a subordinate, they do not need the details of every type of separation. Inform the accused employee and the accuser this is your finding. o The separated employee desires to work "the system" and make money off his dismissal. Unless your small business is small, you can't personally layoff everyone in just one morning. You should also document the behavior of the jobholder including her reaction to the news. Since the cause of termination is poor business results, you want to bring positive attention to the employee's past work. Second, while the two most common grounds for disobedience are refusal to carry out a direct order and using abusive language in a confrontation, there are circumstances that also merit a charge of insubordination. There are some exceptions to this rule (so check with a legal counsellor), but, in general, you can consider it gospel for any size firm in any state. The unemployment commission favors the employee and only under the most extreme conditions will the worker not qualify.

There are many resources available to guide you through this process. This would include any admission of fault for her dismissal and any abusive comments. Your only choice is to sack this employee. Separating a employee can happen when you're ready.