You should give them a chance to change their ways, but if they don't, you must layoff them. When a verbal notice fails, the written warning will often get the worker to upgrade. Therefore, you have a good chance of firing the worker for resume fraud.

You can still fire workforce for misconduct or violation of firm policy. Thus, it is important for small company owners to accept the realities of handling difficult people, and learn how to manage insubordinate employees to overcome conflict at work. You need this when warning and separating employees. You should include the worker's name and social security number. The term 'termination for cause' is just a formal way of saying the jobholder screwed up. Set up the next meeting for a few days away. Therefore you must know how to separate an at will worker appropriately to limit your legal liability. Strategies for Dealing With Insubordination Problems at Work. Therefore, keep your papers and the jobholder's workforce file for at least this long. You want these guidelines to list reformatory actions, possible situations that could lead to termination, and the procedure one must go through to lay off a worker. Since employees will know these are stupid reasons, they will believe you laid off them for an illegal reason which you can't talk about. Since gossip in the workplace can cause such problems, you should confront this problem suitably and try to minimize it as much as possible.