Probably to take litigation + Satisfactory papers = Medium risk. Although it is difficult, the employee and the workforce, you can get through it by following a standard program. You should remember embezzlement is a serious offense and sacking that individual is commonly the only move you can make. For a medium risk termination, you can sack right away, but you have increased legal exposure. If you do so, the ex-employee will point out you didn't cut the job. He may be the kind of individual who lives to aggravate others. Separating A Bad worker Without Fear of A worker dismissal Penalty. Any dismissal letter should obviously state the exact reason for layoff. We have made the decision to take rehabilitative action regarding [this circumstance].

Finally, make sure you make clear the reasons for the firing. In the company, world separating someone is not as easy as it used to be. If you strip a worker of that, it can cost your small business more than a weekly paycheck. (Unquestionably, you must document all this bad behavior when the meeting is over as it'll prove you were correct in firing her.) Don't take it personally and don't react to her taunting. If the employee comes back and files an illegal termination suit, like so many do, the notification suddenly becomes the small company's legal document. A separation document is a written contract between you and the worker. And you risk having the business shut down for good or dealing with the guilt (and perhaps legal effects) of making your customers ill.