Misuse of Business Property or Time: Mostly the property and equipment employees use to do their jobs belong to the firm. So again, this will help stop claims of illegal termination and upgrade your court defense. This makes it hard for the worker's legal counselor to argue you acted rashly and unfairly when you sacked his client. So, if this isn't the employee's first warning, then you must state on the warning form, what warning it is and what the proper action will be if they continue to cause difficulties at the firm. On the positive side, if the demotion is voluntary, then you don't have to worry about legal action. o Allow the jobholder to keep or buy company car. The manual should describe what to include in the letters your write. You'll eventually reach a place of compromise both of you will agree on, and neither of you will be happy. You may have work rules specific to the small company or industry which I didn't cover in my list of legitimate dismissal reasons. What Evidence Do You Need When Dismissing For An Improper Or Stupid Reason?

For the most part this employee thinks she has an "in" with your manager, and your manager will stop this layoff as soon as he hears about it. Once you complete the report, you must give copies to your manager, the sacking supervisor and the business legal counselor, if you have one. You'll have to face workers who have been hardworking and loyal to your small company and tell them that you no longer need their services for an indefinite time. Remember if you lay off suitably, you'll not surprise the jobholder. You must decide a course of action for the "hardest" part of your job - dismissing an employee. This article explains the unique challenges owners face when separating problem employees.