These should include major offenses such as arriving to work drunk, using drugs or alcohol at work, physically fighting with another co-employee, theft, threats of violence to boss or other co-personnel, or misrepresentation of themselves. o Using unlawful drugs while at work. You can't layoff a worker for taking FMLA leave. Nonetheless, you may need to dismiss the high level worker for the survival of your company. While building the case against the employee, keep Personnel and your supervisor informed of all significant transgressions by the insubordinate employee. More importantly, the removal of the insubordinate individual will give you more time to run the firm and improve results. The worker is commonly eligible regardless of your protests. Therefore, if the worker can find any way to sue you for unlawful dismissal, he'll do it just to even the score. The decision to dismiss workforce raises several different issues. This will affect your ability to manage all workers in the long-term.

These reasons need to be valid and helpful. You must treat the employee with dignity. You should be upbeat about the firm's prospects. The third paragraph should outline the employee's right to appeal the warning. They realize they're the only ones getting written warnings, poor performance reviews or shut out of the inner circle.
2. Insubordination; 3. Inability to perform duties; … collective negotiations agreement, the employee's majority representative, agree … Continue