Just Having an employee termination Form Is Not Enough, You should Use It Appropriately. Even verbal firm policy can offer you protection so long as you can prove that everyone heard the do's and don't's in the small company work place. Here's a summary of what you must bring: Instead of attendance, the way to fire this lazy worker is through performance tracking. Finally repeat these major procedures regularly at company meetings. If you can, document the effect their absence or their grounds for being in jail is having on your small business. Legal watch-out #1: Avoid saying anything in the meeting the worker might construe as improper bias. Keep in mind there are several laws that apply to employee rights in layoff. Action to Correct Misbehavior. In fact, there's a trend for judges to treat "exempted" small businesses the same as big companies on dismissals. If you have applied your system consistently across the workers, you can use it to fire a group of personnel.

If you can't get rid of the problem worker and he won't change, then you, as the manager, must change. You should remember embezzlement is a serious offense and terminating that person is mostly the only move you can make. This escalating discipline also creates the documentation necessary if you need to layoff the employee once all efforts at rehabilitation fail. In either case, you and the worker must meet in a private, or semi-private setting to discuss specific behaviors or work performance that need improvement.