As a side note, there have been cases, tested in court in the United States, where workers refused to carry out a directive on religious grounds and their employers fired them for gross misconduct. If the jobholder theft was major, like embezzlement, the punishment should be more severe. It is important that you gather all prior papers on job productivity and disciplinary measures. You should motivate your problem employees so their work performance improves. *Entering false information on records. It'll prove you discriminated and wrongfully sacked the jobholder because he had a disability, alcoholism. A separation document is a written contract between you and the employee. Tips for Firing Workforce for Sexual Harassment. Address the effective date of the firing and the rationale for it. If you don't pay a severance, you may face a litigation under one of 3 circumstances.

If you feel the need to sack the jobholder owing to many small incidents, you should attempt to isolate the underlying reason behind the incidents. If the employee sues the company for wrongful dismissal, the memorandum becomes a legal document. At the time of hiring, you must give every worker a copy of this handbook. Give the worker his final paycheck in the termination meeting if possible. It is easier to keep track of your workforce in a small business. Just Having an employee firing Form Is Not Enough, You should Use It Appropriately.