But instead of dismissing them outright, you should give them a second change. Firing Personnel and Employer Conduct for Sick or Injured Workforce. If the gross misconduct regards abusive language, the context in which the employee used the language matters a great deal. It also might stipulate the employee cannot use the information he or she has picked up about your company to help your competition. Also you should have policies on the dismissal procedure and conditions for a termination. Finally you should avoid giving the entire financial responsibility to one person.

Step 3 in How to dismiss Someone: Perform an Exit Interview. Although no company is completely safe, there are ways to protect your company and to discourage legal counsellors from taking on your employee's law suit. A separation should not be harsh, unjust or unreasonable to be a fair separation. If the employee continues to inform lies, you can layoff him after the final written warning. Worker hygiene is important to any firm, but to those that serve or prepare food and or that work with people it is crucial. A medium risk lay off is either: Dear Andrew, I am writing to tell you that on August 7th, 2006, I am terminating your employment here at the Traveling Poetry Bag Shop. This is the generic opening line and it should work fine for you. And, at other times, they can lead to a litigation. I must inform you that because of your misconduct in the form of (state here either business theft or misuse of firm property), your employment with (company name) will be sacked immediately.