This week, a client called me with a difficult situation. One of their employees was accused by a co-worker of stealing. But here’s the challenge: there was no proof.
On top of that, the same employee failed to call in and missed two scheduled shifts. That’s a direct violation of company policy.
My advice? Stay focused on what you can clearly document. In this case, the employer had solid grounds to move forward with termination based on the no call, no show policy. I recommended not addressing the theft accusation at all—because without evidence, it’s not something you can take action on.
At People First, we know how stressful these moments can be. This employer admitted they felt uneasy about what to do at first. By walking them through the situation step by step, I was able to give them the peace of mind they needed to move forward with clarity and confidence.
That’s what People First is all about—standing beside our clients when things feel overwhelming, helping them make fair and compliant decisions, and protecting both their business and their people.
It’s never easy when emotions are high and serious allegations are made. But when you lean on clear policies, act consistently, and focus only on what can be documented, you ensure fairness for everyone involved.
