You must have a legitimate reason for firing the worker, and you should communicate this reason to your employee. There are many myths that could be discussed about handling difficult employees but in truth they all boil down to the idea that sacking a insubordinate employee means an automatic settlement in a court of law. You can dismiss the jobholder for this.

o Step 1: Decide whether to layoff. Most supervisors and managers can't dismiss a subordinate without first getting the approval of management and Hr. To protect business performance, you must separate difficult employees as quickly as possible. You have the right to separate someone whose work productivity is unsatisfactory. Therefore, you must watch for a jobholder that has difficulty concentrating or following directions, as this employee may develop into a major problem for you and your company. This will be a good time to tell the Company how you feel about this and to learn more about your severance package. Therefore, you should discipline and probably go to termination when an employee becomes a behavior problem. The Third Early Warning Sign of Employee Gross misconduct: Reluctance to Change. When the employee can't hit a deadline, then you don't give him time sensitive work. The worst mistake a separating manager can make involves writing the termination memorandum. The rule is the same for everybody, so I should sack your employment effective immediately.". When downsizing a firm, there may be some legislation that mandates time allowed for a worker notice of dismissal.