You must remember embezzlement is a serious offense and terminating that person is generally the only move you can make. It's true a worker should know what the guideline is before separation. In my experience, many "not-so-smart" managers still go the "no-reason" or "stupid reason" route when dimissing a difficult individual. After careful thought and discussion with the Personnel Supervisor, you're being fired as a jobholder of this firm effective immediately. If the employee continues to be disobedient, however, you will have no choice but to carry through with disciplinary actions. And, your layoff notification will be a key document since it should make clear the specific reason for the termination.

And, we advise you to review this agreement with your legal counselor, although there's no law compelling you to do so. Are you a timid sole proprietor or Personnel person? Don't e-mail (or fax her) the lay off documents until you have told her she's dismissed. Step 2 in How to separate Someone: Keep the jobholder Informed. Like the warning meetings, you should document the layoff process and clearly make clear the reasons for firing. A Sample Employee separation Letter. How to Break the Bad News, Separating a Worker with Dignity. An employee that is incompetent, whether real or feigned, may present problems down the road. As an employer, you should set specific standards defining sexual harassment in your workplace. Legal counselors and Hr professionals often call this a negotiated dismissal.