2Negative
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Do not try to shame him, don't call him names. That could led to him taking legal action against you. Tell him why he is being fired. What days and times the incidents occurred on. Present only the facts. Do not assume anything.
Even if he becomes verbally abusive you should not go down to that level. Remain professional.
Don't let personal feelings get in the way of business decisions. |
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David B
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It should be easy if you have been a great supervisor and have been following the steps to progressive discipline. If you have done that, you have all of the documentation you need. If you haven't done so, you can be opening yourself up to a lawsuit.
1. Verbal warnings. Repeat as necessary (depends on how big the problem is). Document each instance.
2. Written reprimand to the employee. You should include what you expect the employee should do to improve.
3. Suspension of employee. This can be short term or long term.
4. Termination of employment.
You should have documentation of every instance of the first 3 steps. With that documentation in hand, you can meet with the employee to terminate him.
You can also include documentation of conversations that you had with other people about the employee. If you do have proof that he has stolen something, though, it's severe enough to warrant the later stages of discipline. |
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stevepitt2
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I was an employer for almost 30 years. The easy answer is just fire him. You do not have to explain why. If you want to explain, tell the truth. If you caught him stealing on the job it should be easy. There should be no chance for him to fight back. Just tell him the decision has been made, give him what you owe him and send him on his way.
Do not get hung up trying to teach him a lesson, that's not your job. That's his mother's job. |
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Lauren F
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Actually, legally, it is far better to fire someone for no reason at all than to give him/her a reason. If you give them a reason and they can prove the reason is not true, or that you really fired them for some protected class reason (meaning he is a minority, or disabled, etc.), then you open the door to a lawsuit.
Simply call him in, tell him his services are no longer needed, and have a check ready for his final pay. Also, make sure you collect any keys, IDs, badges, uniforms, or other business properties. And, disable any computer access he has. |
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Tres
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Just fire instead of making a small issue into a gigantic mess.
What would putting him to shame for what he's done do anything good to you anyway?
Also, if he fights back, just tell him.. okay, your opinion counts.
You are an adult.. not a teenager, handle this more maturely. |
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gen patton
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if you have to ask, you should never be the boss in the first place. |
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Andrew K
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If I were you i'd tell him straight, that you dont want to employ a liar and a thief. |
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turkeybrooknj
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Call him in to your office; tell him that you are going to have to let him go because he has been dishonest, disloyal and has no place in your establishment. If he verbally fights back, there is nothing for you to do but dismiss him from the premises. Allow him to gather his belongings and tell him he is not welcome to return. If necessary, have some other personnel there with you so that there will be no physical altercations. People have choices in life and he just made the wrong choice. That was his right; your right is to not allow him to continue his criminal practice or his employment. |
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rascal
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You just fire him. It's called employment at will. There is no discussion. Document his stealing and lying so he can't get unemployment and/or suit for wrongful termination, which he will. Cornering and shaming him is illegal. |
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steve
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try to get proof so you can show the employee that you know what they have been doing and also you will then be protected from lawsuits regarding an unfair firing |
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shiprepairwoman
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Don't try to anger him or shame him. Lie to him if you must, tell him his services aren't needed. If you lay him off he can get unemployment but if you fire him for stealing he can't. It may not be worth it to save the unemployment so simply saying your having a budget cut due to the bad economy so he is gone is enough. |
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osmanjailani4075829
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If he is employed under a contract of service or for service please examine the contract,If he is just a casual worker get him out now.The contract of/for service will normally lay down the ground rules of service.The employee employer relationship are governed by certain laws of the country or the terms of the contracts itself.Examine this very carefully.Is the union involved? If so you may face other kind of problems.If it is just straight forward theft report to the police as a matter of record than fire him.You need to have sufficient and good reason to fire him else you violate his constitutional right or the common human right.If you catch him red handed than you job become much easier just do the firing straight away. |
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Mary S
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corner him, tell him what he did, then tell him hes fired. tell him that unless he admits to all the stuff he stole, you will send him a bill, and if he doesnt pay the bill, you will take it out of his paycheck. then turn on your heels and walk away. dont look back and dont say another word to him. |
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Antacid
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Seperate them or it from the crowd. Secretely tape your firing of your little bastard. You will have an advantage later if anything bad is said.
Buy a micro recorder from you local office warehouse. Learn how to use it. It may save your butt in the end. And dont tell anyone you are using it. All you have to do is have it close in the room during any coversation, just out of sight. Protect yourself for gods sake. |
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