This is not the right message, so before you go too far, you must decide what measures you will take against gross misconduct, and then when it will be too much? Since this is such an important step, you must plan what you'll say to the worker. Note: If you have a high-risk termination, follow the meeting procedure in the next chapter. The primary fear when giving a reference is a defamation suit. You don't have the right to refuse a worker a job based on race, gender, and religion. The employee poisons the organization with his bad attitude and work ethic. You need this when warning and dimissing workers. Therefore, you're just as exposed to a unlawful dismissal suit as when you separated the guy straight away . You must begin by drafting a layoff letter. Managers who dismiss a worker "for cause" don't generally provide an employee notice of dismissal.

o What did the accused worker, the accuser and the witnesses say? This leaves me with no choice but to tell you that your employment is sacked effective immediately. With training, you help the jobholder get the professional and life skills necessary to perform well. You may have been told that to "legally" dismiss you must document the worker's performance problem and bad behavior. You must warn or reprimand the worker before you can take any further steps in lay off. Since Hr for the most part screens applicants, they'll be defensive about your suspicions and may even cover up any fraud.