After overseeing the dismissals of nearly 1,000 employees over the past decade as a chairperson, the process never gets easier. It's always a delicate balance between upholding the rights of the employer and respecting those of the employee. When you dismiss a person it affects their whole family, their confidence and in some cases the larger community.

Dismissals are important, however, there is only one reason I would not dismiss someone for breaching a serious rule. For this one reason, the following five key factors must ALL be present:

1. Genuine Remorse: They show sincere regret—not just for getting caught, but for their lapse in judgment. There is a massive difference.

2. Accountability: They take full ownership of their actions without making excuses or blaming others.

3. Honesty and Good Faith: They are transparent and act with integrity, demonstrating a commitment to rebuild trust. Not only to myself but also the employer.

4. Proactive Improvement: They have ALREADY taken steps or attempted to take steps, to rectify their mistake—whether through counseling, apologizing, or actively engaging with the employer.

5. Preserving Trust: They understand the impact of their actions on the company, their colleagues, and the community, and strive to repair the trust that was damaged. The employer must still be able to trust them going forward.

In both business and life, when you mess up, OWN IT. It’s often said, “If you do the crime, you must do the time.” Its easier said than done.

Being dishonest in a hearing or investigation, might save your job temporarily, but it won’t restore the trust you’ve lost.

I encourage all employers to respect their employees, and all employees to be honest , open and transparent to the people providing you with a chance to feed your family.
[Submitted by Kevin Rademeyer]