If you're comfortable with the risk level and the cost, then just go ahead and show the bad individual the door. If your policy states that you'll give a jobholder written notice before firing, then the warning should come first. If the problems do not increase, separating the worker may be your only choice. How Escalating Discipline "Traps" A Disgruntled worker. Do not expect your worker to wade through a five-page document to find out what they have done wrong. (If theft is the case, continue here, as follows.) Because theft from the company is a severe offense, we also must take immediate action by contacting the local police organization (or fraud organization if this is the case). If the problem is due to personal family difficulties, you might advise the employee to seek outside counseling and give them the opportunity to improve their work. *If you have decided to layoff the employee committing theft, have the termination papers drawn up and cut a check for their remaining pay. Employee subordination is the willful refusal by a jobholder to follow your valid and reasonable order. Dishonest workers are a danger to both the firm and employee esprit de corps.

For example, you will likely need to draft a severance package for the worker. If the termination is for "cause," you should take great care must to keep from making a bad situation worse. Be sure to include the basic facts leading up to the lay off. First, when you're separating for overwhelming misbehavior, you should dismiss the day after the 3-day suspension whether this is Friday or not. It may help to have them present at the firing meeting. And you'll discover how to terminate a worker that has filed an Equal Employment Opportunity Commission (EEOC) action or has blown the whistle on the firm to the press or government authorities.