In theory, sacking an executive should be the same as sacking a rank-in-file worker. So it also allows employers to hire as well as lay off personnel for any reason - at least as long as you're not violating any other laws in doing so. If you find these allegations to be true, you should offer to rehire the fired employee if she was a victim of the bias. If the jobholder believes the problem you are having relates to his or her disability, you must address it now. However, if the jobholder normally does a decent job, and the bad demeanor is a recent affair, then the human resource workers may decide to help the worker. It should explain the actions you expect the worker to take in correcting the problem. Even if you don't own a company that involves working with food or with patients, you still have the right to demand a certain level of hygiene from your workers.

For example, "Do you understand the consequences of not meeting my expectations? Even if you're the firm's CEO, you should get an independent review of any lay off. Here is where sacking jailed workers becomes sensitive and you should proceed carefully. In this case, it's important for you to follow the proper processes in the company. By going this route, the worker becomes able to work again without incident, and the business has helped the community. If you eventually lay off an employee for sexual harassment, you need this legal evidence to support your decision. If you haven't followed this Guidebook's methods, be ready for the reviewer to challenge your separation decision. The next step in the dismissal process is to make sure the jobholder knows what they have done wrong.