(If you do not plan to cut a final check owing to the size of theft, have the paperwork ready. If you are dealing with a bad individual and need a paper trail in case a separation is necessary, an employee written notification is a good place to start. Everyone desires to understand what behaviors violate business policy at the outset. If you don't know how to use escalating discipline or how to write a proper separation letter, you need a copy of my book, "Employee termination guidebook." You can get it at my website: In fact, many times these employees claim they are having fun to make it a better place to work. Lay offs are a dirty business, but necessary for a business to survive and compete successfully. In many states more and more court rulings uphold the rights of employers to layoff employees for unacceptable behavior outside the workplace. Dismissing someone is one of the trickiest jobs you'll do as a small business owner or a Human resources Supervisor. In Chapters 6 and 7, you'll learn how to document the layoff Chapter 6 shows you how to use progressive discipline to build your case against an employee with a productivity problem or minor misbehavior.

Consciously or subconsciously, the worker facing termination, will often begin offensive behavior to make it more difficult to let him or her go. It helps if you create an official worker discipline form for your department. *If you have decided to separate the worker committing theft, have the firing papers drawn up and cut a check for their remaining pay. And, when the lawyer reviews the letter, he'll see it's a losing case as you have a well-documented, legitimate reason. 5) Gather any physical substantiation such as documents or e-mail which support and refute the insubordination claim. Even if your predecessor has recorded the difficult employee's terrible performance and behavior, I still recommend you wait to dismiss until you have developed your own independent observations. He accepts company conditions forced the company to cut his job.