Essentially the same rule could apply to a dish washer if they knew they were being termed at the end of their shift . Most high volume dish machines are incredibly expensive compared to most units in a restaurant . If a staff member knows you intent to fire them after their shift , they may resort to sabotage as a form of retaliation . On the contrary , by not telling the staff member and then firing them after their shift anyway would be classified as exploitation and could hold up in most unemployment courts . This is why you alwaysA Fire them after you coach them on the same day their worked the shift in which the infraction was committed B . Coach them at the end of the shift in . Which the infraction was committed , suspend them , fire them at the start of their next shift Coaching in both cases usually results in a transfer of documentation with signatures from both parties . The courts love that ! Businesses will always win if a staff members signature is on the paper . It implies consent , understanding , proof of an encounter , etc .