Any intentional theft of business property is unacceptable. If you should sack someone for an improper reason or a stupid one, then follow the program for high-risk terminations. If the worker is a hazard to any firm and its workers (such as prone to violence or theft), then it's your duty to include this in your notification and phone references. Lastly, you must ask for approval to lay off. Keep in mind that just because you have a worker who falls under one of these groups, this does not mean you cannot lay off this worker. An disgruntled individual can ruin moral and cause various other problems in the workplace.

Attached: (Due to the severity of the situation, you should attach a copy of the proof showing the jobholder's theft or misuse of business property.) Here are a few examples of how misbehavior and employee problems can adversely affect your small business. If the jobholder comes back and files an unlawful termination suit, like so many do, the notice suddenly becomes the small company's legal document. Evaluate their feedback and consider how making changes will impact your small company. For example, we can't say "resign or be fired." When we give ultimatums like this or make life unbearable for the high-risk worker, the worker can still sue us for improper layoff when he resigns. In many ways, you want to treat this like a layoff with a severance agreement and a release of claims. By reducing your dismissal risk, you'll save the small business significant money. Having a Layoff Letter Sample Can Help During Difficult Lay off Period. However, when these fail, realize you may have to terminate the employee involved. How you close the notification will largely depend on the issues surrounding each particular separating.