4) How To dismiss An Older Worker. It's a bitter pill to swallow and sends a bad message to your productive employees, but at times it's the only action you can take. Let the employee know what criteria was used in making your decision and make sure that criteria was used uniformly. Keep in mind that if there is a lawsuit, a court can use your memorandum as substantiation against you and the business. If their response to the question is salary, ask if they would have stayed with the business if you had given them a raise? You must remember embezzlement is a serious offense and terminating that individual is mostly the only move you can make. All employers should have the Personnel department draft a notice of termination sample for future use. A fair investigation means you get the jobholder's side of the story, talk to other witnesses and gather physical evidence (if any) in a proper way. Knowing your rights as an employer will aid you to go through the termination according to all the rules, and safely wash your hands of someone without worrying about him claiming illegal termination in the future. Also, the management should always set a guideline for good ethics through their own professionalism and moral behavior. After writing your employee separation memorandum, you must then sit down with the jobholder and discuss the notification and any steps the employee should take to complete the firing.

Once you identify a disgruntled employee, your first step is to counsel the difficult worker. Let's say you have a jobholder in escalating discipline who works up to a Final Written warning. A worker termination agreement is a legal contract that you, the boss, must sign with the dismissed worker. If you have followed the proper procedures and have collected the right evidence, you incur no more risk by including the reason for dismissal in your memorandum.