It's better to negotiate with the worker later (and sue when necessary) for the disputed money. In Montana, the law requires any termination to be "for good cause." But as you learned in the last chapter, federal and state governments and judges have created over 30 laws preventing employers from sacking for improper reasons. If you are suspicious of employee theft, make sure you have a punishment plan in place before you take action. For example, if the worker is on notice for excessive personal phone use and he ignores the warnings, you'll probably lay off him within 1 1/2 weeks. As part of the increased package, I strongly recommend outplacement services, which can help the terminated workers with job-search skills.

In your separation letter sample, these details won't exist. If the dismissed employee wishes, she can release her frustrations and "tell off" management. You should remember embezzlement is a serious offense and dismissing that person is for the most part the only move you can make. If your small company doesn't have a conference room available, then use another supervisor's office, or use your own in a pinch. If you ask most enterpreneurs and personnel managers the most common reason for separating, they will inform you its gross misconduct. Document the lay off through progressive discipline or probe of insubordination. Also disobedience is contagious. 14) Have an acknowledgment line showing the jobholder received the notification. (Even if the employee's legal counsellor presents new proof to show you were wrong.) You don't have to "prove beyond a reasonable doubt." You only need to show a reasonable individual would come up with the same conclusion. If they do, how much will it cost your company to retrain new workers?