Once the worker completes his testimony, you or your witnesses can testify again if you want to refute any testimony he has made. Since some good manuals and videotapes are available on this subject including my Employee termination guidebook, you must take time to read about proper termination processes. Tips for Conducting Worker Investigations Before Layoff. You should only gather physical evidence if it belongs to the firm or no one (like the empty beer bottle) and you have unrestricted access to it. When you suspect the worker is intentionally falsifying records or lying to his boss, you'll want to conduct a thorough inquest before terminating him. Then the employer should resort to escalating discipline with the employee.

This training manual is a "guidebook" because it carefully guides you through risky separations like those I presented in the introduction. Preparing An employee termination Agreement. They are ruling small companies must follow accepted layoff practices because this conforms to the "public good." So, even if you have only 3 workers, you could lose a unlawful layoff suit when you layoff someone for an unlawful reason. When to Use a jobholder Notice of Layoff. o Your worker handbook, application, offer notifications or other worker communications say you'll only lay off for cause. This lie is clear gross misconduct which you can sack for immediately. Not only should you follow all processes for disciplinary action or warnings, but you also must write everything down. To recognize this behavior, you must know the gross misconduct definition so you can deal with such workforce quickly and decisively. Sometimes an employee becomes a liability the company cannot afford to support.