From stealing five bucks out of a register to embezzling thousands from the business, employee theft has to dealt with by using some form of punishment. And this leads us to the next important reason to use worker rehabilitative forms. If your policy states that you'll give a jobholder written notice before sacking, then the warning should come first. In many ways, terminating a high level employee is no different from dimissing any other worker. A well-treated ex-employee is much less likely to sue, than one who's out to get revenge.

The jobholder reprimand letter is part of this documentation. It's best to say, "I'm sorry, but my decision is final and nothing can change my mind now. First, if you're firing the jobholder for an illegal reason (for example, because she's a Muslim) or because of a stupid reason (for example, she started dating someone you don't like), then PLEASE DON'T put your reason down on paper. For those Human resources offices dealing with several problem employees, they should create preset guidelines for certain actions. And since you had to go into the past to "get him," your "real" reason for dimissing must be an improper one. It was clear to me worried supervisors needed the self-help advice of an experienced dimissing boss and they weren't getting this from current sources. In recent years, we've seen a trend in small company owners placing higher importance on having exit interviews with their laid off and outgoing workforce. Firing a worker for having a bad attitude can be a huge problem in the day-to-day business of any business. In most lay offs, the risk is low because you have satisfactory papers why the firing is occurring and most terminated employees are unlikely to sue. Employment misbehavior is not when a jobholder is unproductive, fails to follow minor standards, or breaks minor rules.