Gross misconduct and dismissing mostly go hand-in-hand. If the off-duty conduct is harmful to job productivity or an embarrassment to the firm, you can sack for this. LOW RISK Dismissals - You only offer your guideline severance (if any) and you don't need a release. If the lay off is for "cause," you must take great care should to keep from making a bad situation worse. He was on the verge of sacking Sally when a new boss trainee came to work in the store. It will probably not the be the last time you here from the fired worker.

If your risk level is too high, you must compile enough documentation before firing. For transportation personnel, this also means disclosing detailed drug and alcohol abuse. You should present your employee hygiene policy in writing to each of your newly hired employees. By giving a formal warning, employers can hope to change the jobholder's direction and have them become productive again. For a medium risk termination, you can sack right away, but you have increased legal exposure. If the worker is in violation of any of the infractions that result in lay off, you're dealing with termination for cause. Examples of overwhelming misbehavior include gross insubordination, hitting a supervisor or falsifying records. Finally, Personnel managers need practical separation procedures and options more than anyone else. Memorandum #1: "Low Risk" Termination Notification - For Lackluster performance And Misconduct. You may have a tricky time dealing with employees who handle financial data.