Misconduct: Stealing $5.30 from the till (Warn and then lay off on the next instance.) The first substantiation you must hold is documentation stating the workforce past performance is poor or less then standard. o Covering up for another employee's improper or unethical schemes. The exit interview is one of the final steps you take when dismissing a jobholder. The employee should not see these. The laws that protect workers' rights don't negate the rights of employers so long as proper and legal steps were taken in the procedure. Therefore, you should discipline and probably go to dismissal when an employee becomes a behavior problem.

This notice serves as written notice of dismissal for [name]. o Is it unlikely the jobholder will take legal action against you and the company? o The higher the dismissal risk, the higher the cost (time, money and emotion) for you and your small business. What is employee misbehavior? o Remove the employee from company accounting and benefits programs. Their failure to do so can lead to their separation. This will be a good time to inform the Firm how you feel about this and to learn more about your severance package. When done properly, it provides protection from employees trying to file an improper separation suit.