A private investigator will give you an independent opinion of what happened. However before you fire him, document the terminating incident like the previous warnings. First, a separation notice should have basic employee information. Also, the employer should document substantiation of misbehavior and keep it on file with a written summary of the lay off. By terminating workers the right way, many small businesses will upgrade their success and find that their workplace grows with the right personnel. A manager of a friendly competitor says, "I understand you have been cleaning house recently.

If you work in the food industry, this means your workers must wash their hands every time after using the rest room. Counseling employees takes a strong attitude and a plan of action. It should make clear your previous attempts to correct the worker with dates, a statement communicating the worker is fired effective on a date, and any final pay and severance packages. Department heads and supervisors have much personal risk in worker terminations. If you do not follow these laws, you will be liable. And since you had to go into the past to "get him," your "real" reason for sacking should be an unlawful one. If you don't layoff some people today, you'll bankrupt the business and no one at the small company will have a job. For example, you thought about making everyone part-time in the organization to save the job, but you decided it would destroy worker morale and work efficiency. Personnel who have the most time with the company have less risk of being sacked than those you recently hired. You might even find yourself battling legal charges if the worker feels that your lay off was discriminatory or that your lay off did not have a solid basis.