But, if the work stoppage is on the account of an employer lock-out, the jobholder is then eligible. If the meeting went badly and you suspect the sacked employee might return with a gun, you must have a security guard posted in the lobby looking for her return. Despite your position on these issues, you must always remain consistent. Don't delegate the phone calls or meetings to a low-level worker or the worker's replacement.

6) Call the accused worker and tell him what you have found so far. Also, some employees may have drug or alcohol problems. If you handle it suitably, then losing the worker can boost your performance. Be clear, you still have a problem as this employee is probably a difficult person to manage, but this is not a case of misbehavior. Further, gross misconduct forms must also contain clear documentation by the boss that he or she spelled out the penalties for refusal to carry out the direct order. Attempts by a jobholder to belittle or undermine the authority of management may also fall under the category of employee insubordination. Gross misbehavior is breaking a major workplace rule or guideline. Finally, your business may already have a progressive discipline policy. Besides total honesty, when letting an employee go, you need to be firm in your decision. For example, lack of work and the resulting company reorganization was the cause of the job cut. If you lay off a worker for "cause," a clear, well-written statement of the grounds for the termination will inhibit any future law suit by the employee.