You must remember embezzlement is a serious offense and terminating that individual is mostly the only move you can make. This can leave you vulnerable for a lawsuit. Having all this knowledge will be your best protection against a costly litigation. Due to the employee's actions, we have no choice but to sever ties with [worker name] beginning 00/00/0000. If you ever have to write a termination letter, it helps to have prepared ahead of time.

Employee Theft of Firm Property: Sometimes an employee will steal small items of business property. A good discontinuance package allows that employee to inform others what the firm "did for me" instead of what it "did to me.". If however a sick worker returns from medical leave to find their job permanently filed, you will have a messy legal nightmare on your hands. For escalating discipline cases, the worker gets 3 warnings before dismissal. In a recent Cornell University study, researchers found that how the company laid off the employee was a major factor in any resulting law suit. As I stated clearly in your final notification, you were to (list specific directives) to correct (the performance related issue). After this, you want to state concisely and obviously your rationale for the layoff. If you are considering corporate outplacement services, understand that they not only provide help with the termination method but also with the severance package you'll offer, and other details. If the written notice does not work, you must dismiss the person. On the account of the conditions of your separation, further lawsuit will be in place and company attorneys will be in contact to discuss conditions of repaying the company for (stolen or misused) business items.