When an employee is no longer connected to the business, he's more probably to tell the whole truth about what's going on. You should handle termination for cause swiftly. When it comes to separating employee problems, you should always follow proper processes.

o Demanding to see his or her personnel file. Remember there are always several sides to a story, so don't just consider the eyewitness story, but hear out the jobholder under dismiss before continuing the lay off procedure. o Evidence proving the facts including written discipline warnings, the lay off letter and the employee handbook showing the business rules of conduct (if you have one). This means that if no contract is in place, the manager can fire them at any given time. This is a foolproof way to keep yourself out of court even when you may be firing the worker for an improper reason. The dismissal should be a private matter, without any disturbances or interruptions. When communicating with people outside your department, you should give them a new contact individual to replace the separated worker. When you suspect the jobholder committed a serious crime against you, a jobholder or the business, you should get the police involved. You own a small mortgage firm. With insights gathered from talking with the accused employee, you'll now ask better questions than you did from your previous meeting. No laws require you to offer discontinuance pay. This leads to the jobholder feeling you didn't give him his "due." In such cases, suspend the worker for 3 days with pay to let everyone's emotions cool off, carry out a fair probe and prepare a proper dismissal.