You need physical evidence the employee got this information. This creates recorded substantiation that all workforce know the workplace standards. Once one employee gets away with problem behavior, this gives other workforce ammunition for that same behavior. You cannot tolerate insubordination in the workplace. When she asks what it's about, tell her, "I want to speak to you about a substantial employment matter. This means giving personnel an opportunity to redeem themselves after you have taken reformatory action against them. This means recording the disobedient action and discussing the problem with the jobholder. This meant you could fire an bad worker easily. You can do this by formally introducing the new supervisor to the employees, if the supervisor is new to them.

Otherwise, firing is your only choice. Never try to lay off a worker "on the fly." You're opening yourself up to legal issues and giving the employee ammunition to argue about his or her layoff. Otherwise the bad worker may start encouraging his coworkers to engage in this behavior. When it becomes necessary to separate someone, another question you should ask is, "How will this affect the remaining employees? o Ask for questions the jobholder may have about her dismissal and benefits. Second, you shouldn't terminate someone before his vacation or a holiday weekend. Therefore, you have a good chance of sacking the employee for resume fraud.