It decides whether you win the legal action or end up spending tons of money and rehiring this person. (This assumes that they are not part of the theft.) And, you won't surprise her with her lay off. For a medium risk termination, you can sack right away, but you have increased legal exposure. You'll avoid lawsuits and be sure that your final communications with a jobholder are clear, professional and concise. Finally, give some thought to the remaining workforce and how your firing a salaried monthly employee will affect them psychologically. In this article, I give you a 5-step method for getting rid of a difficult worker when you don't have the authority to terminate. Although a manager can identify a case for firing a worker, the task of firing a jobholder is still difficult. At these meetings, you should be honest with the personnel about the firm's future and the need for cost cuts.

Give the reason for the lay off. If this isn't the employee's first warning, then you must state on the warning form, what warning it is and what the proper action will be if they continue to cause difficulties at the firm. And, since you forced him to quit, you're open to a wrongful lay off suit. 1) Review the accused worker's workforce files. Even if you sack for an wrongful reason, you can significantly cut your chance of a law suit by treating the jobholder well during the termination procedure. A jobholder who you lay off could potentially have a case for unlawful layoff if you sack her or him on impulse with no prior signs his or her job was in jeopardy.