I must inform you that because of your misbehavior in the form of (state here either company theft or misuse of firm property), your employment with (company name) will be dismissed immediately. Even if you can't sack immediately, you don't have to live forever with the problem worker's behavior. If the business doesn't have a Hr Group, then a supervisor in another organization would be the next best choice.

In particular, you cannot layoff an employee because she is pregnant. If the jobholder is facing unbearable conditions (such as unlawful harassment or any of the wrongful reasons in Chapter 2), the worker may still resign and sue you for constructive discharge and unlawful lay off. The first step you must take when dimissing personnel is to build your case. A worker firing agreement is a legal contract that you, the manager, should sign with the fired worker. During the entire investigation, you must remain professional and keep everything confidential. Step 3 in How to separate Someone: Perform an Exit Interview. For helps with these sticky situations and advice on how to make the lay off procedure go smoothly, a firing personnel manual can be a life-save. You must have detailed proof before you ever consider employment termination. It'll prove you discriminated and wrongfully sacked the jobholder because he had a disability, alcoholism. But be aware you'll need to tailor it to your specific needs. If you can't get rid of the bad employee and he won't change, then you, as the employer, should change. Here's the key to separating someone who's taking advantage of FMLA.