See Tool #4 in the jobholder Dismissal Toolkit for a separation agreement template you can use. Your only choice is to act on his maliciousness by dismissing him right away, because you can't have an employee undermining your authority. Or, your ex-employee is bitter and hostile and wants to seek revenge on you and the company.

o The jobholder knew you could fire him for violating the rule or instruction. o Step 1: Decide whether to terminate. Therefore, keep your evidence and the employee's workers file for at least this long. Often, they are workforce who are bad-behaving or who have a bad outlook, and they do major damage to your workplace environment and productivity. You should expect an impasse which sometimes happens with negotiated terminations. The sample worker discipline notice we provided is a guide. You must set directives using escalating discipline and formal warnings. Your next step is to consider what the disgruntled individual has told you and decide whether the circumstances need a warning. o Job loss due to lack of work. Therefore, telling the problem worker how you feel is a one-way ticket to career failure. Second, while the two most common reasons for insubordination are refusal to carry out a direct order and using abusive language in a confrontation, there are circumstances that also merit a charge of misbehavior. Remember deal with these problems head-on, otherwise you will pay in other ways later.