By this time, the employee should be comfortable being at home, and you would set a bad precedent by waiting. Since you recorded everything, it will be hard for them to turn around and say they were sacked for no reason. In addition, you must draft an employee termination notice and conduct an exit interview. In addition, you should make sure the reasons for dismissal are for problems not related to the scope of FMLA. If your rules are legally sound, you can sack personnel on the spot for employment misbehavior. Documenting The Exit Interview And Take Action. Employee reprimand occurs for many reasons, like late arrival to work, insubordination, poor work productivity, or other policy missteps.

Even when firing an "at will" worker, the boss must exercise care in wording the grounds for the dismissal. Even if you know your worker is taking leave under FMLA, you can still layoff her or him. In addition, if the bad employee is violating safety procedures and hurts someone, a court will find you liable. In this case, although it'll be hard to do, you should disclose your knowledge of his sexual deviance as well as his good performance. By protecting the business, eliminating costly public firings, and personal ties to a situation, a personnel individual or small business owner can overcome dismissing troublesome workers. If you allow disobedience to continue, it will give the wrong message to other workforce who think they can also get away with this behavior. And, therefore the "real" reason must have been an illegal one. Gross misconduct and dismissing commonly go hand-in-hand.
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