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BOTTOM LINE: Court of Special Appeals properly reversed circuit court s grant of summary judgment, which, in finding that government employee was wrongfully terminated for political activity, failed to factor employer s need for an efficient Continue
RELATED CONCEPTS We recommend face-to-face encounters, where the employee can leave with the respect of the company for having the nerve to inform her or him in person. If the theft was minor, like a jobholder taking home supplies, you may just want to issue a written notification. As you may recall from Chapter 4, a high-risk separation is one where the jobholder will sue for illegal termination (if you lay off him) and he'll win in a court trial. If you, or a subordinate, dismiss a problem employee "on the spot," you'll likely face a unlawful lay off suit. An employee who voices dissatisfaction over a request you make, yet carries it out, is not bad-behaving. Document Your Reasons for Firing a jobholder.

The first step you must take when terminating an at will employee is to document everything. * The order should be legal, direct, valid and related to the work. *Do I need to give the employee a memorandum of termination? Let them know the result of the investigation and the employment status of the person they accused. When you have a disgruntled worker, you should carry out the employee lay off process suitably. It should also spell out any other applicable terms, such as whether the jobholder is eligible for future employment or a noncompete clause. If the bad employee tries to rally other coworkers against the company, document this as well. Owing to the conditions of your lay off, further suit will be in place and business attorneys-at-law will be in contact to discuss conditions of repaying the company for (stolen or misused) business items. It should also include whether the at will worker is eligible for rehire and any benefits that he or she may or may not still receive after dismissal.