How do I instantly terminate employment for cause?

"How do I instantly terminate employment for cause?"

Terminating, or in other words, firing a person for cause, or willful misconduct, usually means instant termination of their employment.

To terminate employment for cause:

1. First, select the person you're terminating on: "Menu", then "People"
2. Then tap: "HR", then "Terminate"
3. And tap the Next button on: "Termination for cause"
4. You'll now see a list of questions that you'll need to confirm "Yes" to.
5. Once you've read the questions, tap: "Yes" to all the above

1. Setting the termination tasks:
   Next, you'll see the number of tasks that 1st Money automatically does for you.
2. To see the details of what each task does, tap expand all: (at the top)
3. In particular, pay attention to the date of the person's: "Date employment ended"
4. By default, it's set to today's date. Tap it, if you want to change it to a different date.
5. If there's any other updates you'd like to make, do those updates now.
6. For example, you could update their paid time off hours, or update their personal email.
7. Some of the tasks send an email, or doc. To see a preview of any emails or docs, tap the links.
8. Once you're happy with all the tasks, tap Continue, and then: Yes ... do it
9. All the tasks are now done in the background.

1. Sending the termination doc:
   Next, the person can optionally be informed, in writing, about their termination.
2. A termination doc is prepared in the foreground, all ready for you to complete and send.
3. Read through the termination doc, and tap the pick lists, one-by-one, until you're finished.
4. If you want to change some text, or type more text in, tap Show editor, and make your changes.
5. Then when you're ready to send the termination doc, tap Request "Got it", then Yes ... request "Got it", and then: Close

1. Receiving the termination doc:
   The person now gets an email, asking them to confirm that the termination doc you've sent has been received.
2. The person can't access the rest of 1st Money until the person's tapped Got it to the termination doc.

1. Record of events:
   Now, on the "Record of events" tab, tap the termination to expand it.
2. You'll see that the doc's been sent.
3. To see a copy of the sent doc, tap the "View" button: (at the end of the row)
4. And you'll see the status change, once the person eventually marks the doc as: "Got it"
5. And finally, to see a preview of their final payslip, tap the "Final payslip" row.

Keep in mind that:

• If there's any doubt about whether the person's going to look at their email, it's recommended that you also call the person by phone.
• And personally tell them that a termination doc's been sent to their email.
• Also, it's important to check that it's going to send the docs to the person's personal email before you tap: Yes ... do it
• Especially if it currently only lists their work email, and if you suspect the person may lose access to their work email once the person's terminated.
• Depending on your situation, in some cases, you may even want to print the doc. And then hand-deliver it to the person, so you can be sure.

Also remember that:

• Instant termination can be for even a single instance of willful misconduct, like: theft, serious insubordination, physical violence, or fraud.
• It can also be for repeated instances of lesser misconduct, such as unauthorised absences.
• Always get proper advice when deciding if the person's misconduct counts as: "willful misconduct"

Bear in mind that:

• If the willful misconduct has recently happened, such as physical violence, you may want to take some time to investigate.
• In some cases, issuing a disciplinary action as a written warning, with a hearing, and with suspension, gives you time to properly investigate what's happened.
• The hearing gives the person a chance to give their side of the story.
• And the suspension removes the chance of any further physical violence while it's being properly investigated.
• Then once you've reached an informed decision, only then would you issue the: "Termination for cause"
• As always, be sure to seek proper advice when deciding on the best path to take.

For advanced usage:

• Your company may have its own process for sending written notice. If so, you can still have the automated execution of tasks, but may prefer to not send the supplied termination doc.
• You can either skip the sending of the termination doc, when it's shown, or alternatively, you can permanently turn it off.
• To learn about permanently turning off termination docs, watch the video on: Turning off leave & disciplinary action docs

To learn more:

• About issuing a hearing, watch the video on: Issuing a hearing
• To learn about issuing a suspension, watch the video on: Suspension period
• To learn about what it looks like for the person to mark the doc as "Got it", watch the video on: Letters & docs confirmed with "Got it"
• And to learn about the alternative of having a person work right up until their last working day of a future termination date, watch the video on: Termination with working paid notice

And that's it! That's everything you need to know about terminating a person for cause!