Employers Rights - Abuse of company property or cheating on time

Abuse of company property or cheating on time and payroll records are enough cause for worker termination, especially if it is not the first case. Also, you may want an Human resources supervisor or a legal counsellor to review it. Have a representative review the letter and make sure you're following proper firm processes. Keep in mind you must follow the small business's policies for investigations. Do you have to restart progressive discipline again with a verbal warning? If you find these allegations to be true, you should offer to rehire the fired employee if she was a victim of the discrimination.

* Address your worker's needs within the boundaries of your small company. If the jobholder refuses to sign, document this fact as well and have another supervisor sign that he or she witnessed the employee's refusal. Don't you have enough on your plate trying to manage and run your company? A difficult individual can negatively impact your business by projecting a misrepresentation of your small company onto potential clients. Have the employee sign the memorandum so there is a record that you did meet with the jobholder and presented the information detailed in the reprimand memorandum. An difficult individual can cause a breakdown in the chain of command. It is potentially dangerous to lay off a pregnant worker because, under the Pregnancy Discrimination Act (which is part of Title VII of the Civil Rights Act of 1964), it's improper to discriminate against pregnant personnel. If you have a loose attendance policy, you should measure the employee's performance and hold him to it. If the worker is in jail for an extended time, it is going to be a problem for your company.