By not following these steps, you will open yourself up to legal ramifications or problems reclaiming business property further down the road. Due to her inadequate performance over the past few months, we've given her warnings with the latest being a final written notification. An angry worker leads to a costly lawsuit. In addition, it should make clear your standard standards for employee separation. Asking the employee to leave makes the most sense when the worker is low risk. In addition, cutting back an employee's hours which, in turn, forces him to resign to find more hours is an involuntary termination. Do what is right and remove the problem employee from your employees before you're sorry you didn't. If you decide the disgruntled worker did commit a insubordination infraction, you can sack immediately.

First, it gives the worker formal notification his employment has ended. If you choose to mail the notice to the jobholder, then be certain you use certified mail. In this case, you should treat this as a high-risk dismissal to cut your costs (more about this in Chapter 4). Make sure the employment agreement states this obviously. I should inform you that because of your misbehavior in the form of (state here either business theft or misuse of business property), your employment with (firm name) will be sacked immediately. If you're suspicious of employee theft, make sure you have a punishment plan in place before you take action. On the account of the circumstance's gravity, the jobholder will see your humor as patronizing and unsympathetic. Consult with the attorney to decide if you must include anything else specific to your company desires.