If you're comfortable with the risk level and the cost, then just go ahead and show the insubordinate employee the door. It's important you don't terminate someone for an illegal reason. Dear Andrew, I am writing to inform you that on August 7th, 2006, I am dimissing your employment here at the Traveling Poetry Bag Shop. This is the generic opening line and it should work fine for you. If the original hiring boss goes ahead and fires the bad worker, it's hard for the jobholder to claim this boss laid off her because he held prejudice against her. And finally, you may have concerns about your personal security and that of your co-workers. What is the best way to affect the business's culture by changing its personnel? For example, obviously explain the reasons for dismissal; whether it is a firing for cause, a lay off, or restructuring. It is an intimidating action to do at first, since you are sending terminated employee into unemployment. It might sound like a recipe for bad karma, but you must make or find yourself a satisfactory dismissal notification sample. In any workplace environment, it is important for both the boss and the employee to understand the supervisor's rights.

If you write the memorandum suitably and use it in a proven lay off program, you will lower your chances of a law suit and lessen the disruptions in your workplace. It can be scary for many personnel employees or small business owners. Probably a judge will review this form and if not done properly the court can use it against your company. If you handle it properly, then losing the jobholder can boost your performance. In Montana, the law requires any termination 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 terminating for improper reasons.