7 Times You Can (And Should) Legally Fire An Employee
ne of the most difficult decisions a manager must make is whether or not to fire an employee, but that doesn’t mean you should avoid it if an employee has committed one of these top fireable offenses. These can range from being inattentive and careless at work to being caught stealing or lying to your boss. In some cases, you may be able to fix the issue and keep the employee on board, but other times it’s time to let go of an employee who isn’t up to your standards or who can’t work effectively with the rest of your team.
Theft is one of the most common fireable offenses. It can be anything from taking office supplies home to embezzling company funds. If you catch an employee stealing, you can legally fire them on the spot.
Other times, theft is not so clear cut. For example, if an employee uses company resources for personal gain, that could be considered theft. The best way to handle these situations is to have a clear policy in place and enforce it consistently. Have employees sign a written agreement stating they understand the rules, then clearly state what the consequences are should they break those rules. Employees who violate these policies need to know they will be punished accordingly or else there’s no point in having them sign this agreement in the first place.
Dealing Drugs on the Job
Dealing drugs on the job is one of the top fireable offenses for good reason. Not only is it illegal, but it also puts your fellow employees and customers at risk. If you suspect that someone is dealing drugs on the job, don’t hesitate to report it to your supervisor or human resources department. If you’re still not sure what’s going on, check out this blog post by HR Leader: 7 Signs Your Employee Might Be Breaking The Law. Dealing drugs on the job is one of the top fireable offenses for good reason. Not only is it illegal, but it also puts your fellow employees and customers at risk. If you suspect that someone is dealing drugs on the job, don’t hesitate to report it to your supervisor or human resources department. If you’re still not sure what’s going on, check out this blog post by HR Leader:
Computer fraud is the use of a computer to commit fraud. This can include anything from hacking into a company’s computer system to stealing personal information. While it may seem like a victimless crime, it can actually have serious consequences for both the company and the individual. Here are five times when you can legally fire an employee for computer fraud .
- If they hack into your computer system
- If they cause your business to lose money
- If they steal customer data
- If they manipulate financial records
- If they share confidential information with people outside the company
Workplace violence is a very real problem that can have devastating consequences. If you have an employee who is exhibiting signs of violence, it’s important to take action immediately. Here are some of the top fireable offenses that can result from workplace violence – Threatening co-workers or bosses with weapons
- Physical assault or battery against co-workers or bosses
- Verbal assault in person or over the phone against co-workers or bosses
- Participating in illegal activity at work, such as drug dealing
One of the most serious offenses an employee can commit is falsifying documents. This includes doctor’s notes, time off requests, and expense reports. Not only is this a fireable offense, but it’s also a crime. If you catch an employee doing this, they should be immediately terminated. As soon as possible, go through all of their files and purge any incriminating evidence. If there are people involved who aren’t aware that your company caught them committing a fraud, you need to let them know that they will no longer be employed with your company due to an incident involving fraudulent behavior on their part.
Deliberately Harming Another Person
You can fire an employee if they deliberately harm another person. This includes physical violence, sexual harassment, and any other type of misconduct that puts someone in danger. If an employee is endangering others, it’s time for them to go. They need to understand the consequences of their actions, so make sure you don’t let them get away with this behavior.
A company should never tolerate employees who purposefully put themselves or their coworkers at risk. One of the top reasons for termination is workplace violence. Employees are prohibited from making threats or engaging in physical violence against anyone on your team, including customers. Employees who attack a coworker may be subject to civil liability as well as criminal charges. Make sure your employees know what type of behavior won’t be tolerated and follow through when necessary!
Gross Indecency (e.g., making inappropriate advances toward another employee or threatening them)
Gross indecency is one of the top fireable offenses for a reason. Not only is it inappropriate and unprofessional, but it can also create a hostile work environment. If you witness or are the victim of gross indecency at work, don’t hesitate to report it to your HR department or supervisor. It’s better to be safe than sorry. There’s no telling when an employee might snap and act out in violence or other ways that could harm others, so prevention is key.
If someone threatens another employee verbally, starts rumors about them, cyberbullies them or harasses them based on their gender identity, race or religion; then they should be fired immediately.
An employee who shares confidential information about the company with outsiders should also face termination immediately.