These "honest" mistakes and misstatements are unacceptable, and you must put the employee into progressive discipline. To combat this sack, it's important that you make an example of a jobholder committing the theft through quick punishment. Step 6: Write The firing Notice (For Low And Medium Risk Terminations Only). Plus, you will protect yourself and the company against any lawsuits the sacked worker may bring on you.

This will send a message to your other workers that you won't tolerate behavior outside firm guidelines. The Third Early Warning Sign of Employee Gross misconduct: Reluctance to Change. You don't ever want to give the worker the idea that your layoff is open for debate or discussion. Therefore, you're just as exposed to a improper lay off suit as when you separated the guy straight away . The document must be clear and concise and it should not contain wording that is open to legal interpretation. Perhaps at one time business instructors covered this topic, but you should admit this is an unpopular, if not taboo, subject. This is all the evidence you need to sack right away. o The worker isn't the type to sue, but you have poor documentation. Since a medium-risk employee is often litigious, you can expect threats of lawsuits and calls from legal defenders. When you develop strong guidelines for employee separation, it makes this process much easier. The other end of that spectrum is the jobholder will simply slack off; sometimes, stopping work altogether. You may feel uncomfortable dealing with an bad employee.