How do I instantly dismiss a person for gross misconduct?

"How do I instantly dismiss a person for gross misconduct?"

Dismissing, or in other words, firing a person for gross misconduct usually means instant termination of their employment.

To dismiss a person for gross misconduct:

1. First, select the person you're dismissing on: MenuPeople
2. Then tap: HRDismiss
3. And tap the Next button on: "Dismissal ... gross misconduct"
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
6. Setting the dismissal tasks:
   Next, you'll see the number of tasks that 1st Money automatically does for you.
7. To see the details of what each task does, tap: See all tasks
8. And then tap expand all: (at the top)
9. In particular, pay attention to the date of the person's: Date employment ended
10. By default, it's set to today's date. Tap it, if you want to change it to a different date.
11. If there's any other updates you'd like to make, do those updates now.
12. For example, you could update their paid time off hours, or update their personal email.
13. Some of the tasks send an email, or doc. To see a preview of any emails or docs, tap the blue links.
14. Once you're happy with all the tasks, tap Continue, and then: Yes ... do it
15. All the tasks are now done in the background.
16. Sending the dismissal doc:
    Next, the person needs to be informed, in writing, about their dismissal.
17. A dismissal doc is prepared in the foreground, all ready for you to complete and send.
18. Read through the dismissal doc, and tap the red pick lists, one-by-one, until you're finished.
19. If you want to change some text, or type more text in, tap Show editor, and make your changes.
20. Then when you're ready to send the dismissal doc, tap Request "Got it", then Yes ... request "Got it", and then: Close
21. Receiving the dismissal doc:
    The person now gets an email, asking them to confirm that the dismissal doc you've sent has been received.
22. The person can't access the rest of 1st Money until the person's tapped Got it to the dismissal doc.
23. Recorded events:
    Now, on "Recorded events" tap the dismissal, to expand it.
24. You'll see that the doc's been sent.
25. To see a copy of the sent doc, tap the "View" button: (at the end of the row)
26. And you'll see the status change, once the person eventually marks the doc as: "Got it"
27. And finally, to see their final payslip, tap the "See final payslip" button: (at the end of the first 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 dismissal 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 dismissed.
• Depending on your situation, in some cases, you may even need to print the doc, and hand deliver it to the person.

Also remember that:

• Instant dismissal can be for even a single instance of gross 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 is: "gross misconduct"

Bear in mind that:

• If the gross misconduct has recently happened, such as physical violence, you may want to take some time to investigate.
• In some cases, issuing a disciplinary as a write-up, 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: "Dismissal for gross misconduct"
• 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 dismissal doc.
• You can either skip the sending of the dismissal doc, when it's shown, or alternatively, you can permanently turn it off.
• To learn about permanently turning off dismissal docs, watch the video on: Turning off disciplinary 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 days
• 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 dismissal date, watch the video on: Dismissal with work 'til last day

And that's it! That's everything you need to know about dismissing a person for gross misconduct!