o Does the employee have a contract (verbal or written) and is the boss sacking only for reasons stated in the contract? Other personnel may have written contracts as well. The moment you suspect worker theft, gather evidence and decide punishment. Since workforce will know these are stupid reasons, they will believe you sacked them for an wrongful reason which you can't talk about. You can use a well written notification of termination to aid you deal with all problems, legal and otherwise that arise from terminating a worker.

o The terminated employee wants revenge on his former supervisors and company. This topic may not come up often, but it is a more common problem than you might think. Since the beginning of the written notice period 30 days ago, I've counted 36 scheduling errors with other managers and important customers. Please direct further questions to (state lawyer's name, Hr boss or owner). The ultimate goal of downsizing is to ensure the firm's survival. o The adequacy of your evidence about the jobholder's terrible productivity and misconduct or the business reasons requiring the job elimination. Set up the next meeting for a few days away. When other workers see a coworker getting away with misbehaving behavior, it encourages them to act the same way. Remember a worker's actions are not always what they seem. Such conduct as complaining and back-talk when a supervisor gives an assignment is disobedience.