The moment you suspect worker theft, gather proof and decide punishment. Use these sample termination letters as a standard for drawing up dismissal letters for your business. o You could personally train and coach the jobholder. Someone from Human resources is commonly a good choice. When creating a write up, be specific. You must treat the employee with dignity. So, if this isn't the jobholder's first warning, then you must state on the warning form, what warning it is and what the proper action will be if they continue to cause difficulties at the business. Similar to progressive discipline, you must let the accused employee have a representative at the meeting if he asks for one. You present the memorandum at the firing meeting the day you fire the jobholder. Most of the time problem employees cause poor work productivity, and bring down the morale of the work environment. When a worker is behaving outside company guidelines, they will be apt to do it again and again. Make sure you have solid documentation when separating a person's employment.

Please don't use 'downsizing' as an excuse for dismissing insubordinate employees, or creating a culture change in the organization by replacing old personnel with new ones. Yes, you can fire even when you don't see the incident firsthand. Since the cause of termination is poor business results, you want to bring positive attention to the employee's past work.