| kowenicki said: You fired him, as should be your right. Bollocks to warnings, disciplinary procedures and improvement programs I say (as an employer), sometimes people just need to be shown the door. If he had shown some promise I'm sure you would have helped him, he sounds like a trouble causer. If he keeps coming around have him arrested for harassment and trespass |
The reason for documenting is because even in AT-WILL employment situations, you may need to prove that an employee was derelict in their duties in order to not be responsible for paying unemployment benefits. The exception to this is in situations where the activities of the employee harm the business.
Any employee fired from a job can apply for unemployment benefits. You can even contest it, and the employee can take you to task and appeal. If he/she appeals and you don't have evidence of a problem you pay.
So. Your right or not, it's wise (at least in the US) to document cause for dismissal/termination.
Now, for the UK, I don't know. Employees have access to unlimited unemployment benefits (from what I can understand), access to free health care, access to free housing, and access to welfare benefits. By access, I mean the right to. In the US employees don't have any of that unless they can prove they have a right to it, even then there are different levels of access. Unemployed men have access to fewer benefits than women do.
