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The employee caused significant damage to the organization. Throw him out?
The housekeeper once again washed things so that two favorite blouses were damaged. Throw her out?
Deduction from salary is not always the way out. In some cases, the amount of damage is much greater than the size of both the monthly and annual salary of the employee, and announcing deductions is tantamount to a “We are breaking up” decision. Because the employee will not want to work with you after that.
Orientation
Intentionally or by accident? If deliberately, then it is obligatory to expel, although not necessarily immediately and not necessarily with a scandal. Sometimes it is better to do it gently, even with gratitude, so that there are no unnecessary scandals.
If by chance, if it’s just an employee’s mistake — is this a single error or a systemic, recurring one? If this is unlikely to be repeated, the incident is of a single nature, then we consider the employee to be still good, there are no complaints.
If this repeats…
Is it profitable for us to keep such an employee? We consider what this employee costs us (salary plus damage done) and compares it with what we get from the employee (comfort and profits). If the balance is positive, we remove the emotions and leave the employee.
Can we find a better employee in the near future, and how much does it cost? If we don’t find a better employee in the near future (or it’s very expensive in terms of time and money), and by firing we create difficulties and troubles for ourselves, then we leave the employee. And if you can find a better one, then definitely look for it!