Your business should have a system in place to confirm the accuracy of the company's accounts. In addition, you shouldn't make enemies of former workforce owing to lawsuit risks. Knowing that your workers are at-will workforce doesn't protect you from battling through a lawsuit or other attempt by a disgruntled worker to get their job back or receive monetary compensation. In this case, it's important for you to follow the proper processes in the company. Every court and jury will see this as a separating. In this case, a suit in your small company's future is probably. An employee warning form is an excellent resource that every small business owner and Hr manager should consider using. *If you have decided to sack the jobholder committing theft, have the layoff papers drawn up and cut a check for their remaining pay. And, the more corroborators you have, the higher the chance the hearing officer will believe your version of the facts. Examples of stupid grounds for firing a jobholder: If you have a difficult employee, you must always give a oral warning for the first offense , followed by rehabilitative action or counseling, before you consider separation of the jobholder.

In recent years, courts have passed new laws that make terminating a jobholder harder. And it provides you and your business with important legal protections. For example, you can't layoff someone owing to her race, religion, sex, age and so on. In my experience, many "not-so-smart" managers still go the "no-reason" or "stupid reason" route when dimissing a difficult employee.