FT.com - Chrystia Freeland, Financial Times US managing editor, interviewed Ray McDaniel of Moody's, in this segment discussing congress and the US economy. This is a transcript of the interview, which you may watch here.
The Fifth Step When Dimissing Employees: Prepare Cobra Notice and Cut the Final Paycheck. Firm & Organization Improvement Questions. As you complete the form, you should think through the worker's behaviors, how it violates company policy and what the worker should do to change. I hope you found these separation procedures and options helpful. And, when the lawyer reviews the notice, he'll see it's a losing case as you have a well-detailed, legitimate reason. If you are not going to enforce other rules, what is to make the jobholder decide to wear proper safety equipment and to follow other safety procedures? If it's based on the work performance of the individual's entire department that you're laying off — then say those. And when you terminate an employee, you have the legal right to not let that worker return to his or her work area to recover personal belongings. If you own a company with strict OSHA laws on employee hygiene, you should enforce them with your personnel. In return, you'll help him find a job including time off from work to interview and prepare his job search. Besides explaining the reason for lay off, the form also allows you to describe how you'll deliver the individual's last paycheck.

If you can, transfer the insubordinate individual to her hiring supervisor. If you're uncertain about how to go about these activities correctly, look into getting a book that provides you with practical information and examples on employee termination notifications and separation meetings. After reviewing this list, build your case by compiling a list of witnesses and evidence proving these facts. Either the firm environment has changed or the business itself is undergoing financial stress.