Firing Technician With Company Vehicle - How To Handle?

Typically you would want to have them come to work and then let them go. You can then monitor what they take out of the company vehicle. Sure you can give them a ride in an Uber or Lyft but typically we have someone drop them off at home.

From my experience the tech knew it was coming but once they were at the office that day we had them perform a truck inventory/inspection.  This allows everyone to verify that they have their own tools and equipment and gives you an inventory of what you currently have on the truck before another technician starts.  Afterwards a manager gives them a lift home or these days, an Uber or Lyft works like you stated.

How do you account for any damage the terminated employee made to the vehicle?

Not normal mechanical wear & tear, but dents, scratches, and breakage of the furnished equipment/tools?

Do you normally just absorb those repair costs?

Is this a vehicle that they take home everyday?  Over the weekend as well?

I was fired with a company vehicle a few years ago (and didn't see it coming) after the company lost their contract with the supplier.
I had to come in and we did a thorough vehicle inspection, since we made inventory every 2 weeks and logged all used equipment this was easily done (I missed 1 screwdriver)
After that they took pictures of my car, and compared them to the pictures they took before I got it.
After everything was checked I signed off on it, and they paid for my taxi home.
Small damages as a dent in the bumper was taken off my final pay.

I think this is the easiest way to go.

Great Question ?

Best to Keep Cool, Get Everything Ready for final Goodbye

Call in all tools, Trucks, Equipment Best early in Day , Am

Make sure other employees are not in the meeting or in hearing range of , the less people around the better( why sour the Grapes of the vine)

Inventory all items as you give the Final Check, paid in full

Consider Anything you missed , cost of doing business

Make sure you have a good attitude and leave x employee in good manor

Always keep any personal opinions, attitudes, past reflections out of your mind and conversation so as not to create a situation for future

Always have second person on hand for verification of process

Trucks, tools, items checked out cannot be recovered if not completed before employee leaves

Make sure you document all discussions, items , reasons ( legally)

Be Clear, and Verifiable so no retaliation from terminated Employee

Better to take the loss , Get rid of the headache then to create an ongoing nightmare

Take pictures of Damages for Records, document for Records

I’d just call them in for an inventory and do it there and then.

ah...Welcome to the “new workforce”. Seems as of past year or so, people are full of **** when they apply for jobs. I put in our ads that we hair follicle screen, check references, background down to county level, and a few other things to weed out the trash, and it seems to do fairly well.

First tech I fired was leaving the van at my house (long story), and he went home early one day, mad about something. So that was easy, don't come tomorrow. 2nd tech I brought someone with me, and told the tech it wasn't going to work out and I followed him home and got the van. Only reason I did it that way was he lived almost 2 hours from the office, and the job site was in the middle.

But I think everyone else is right. Bring them to office, do an inventory check, and get them a ride home.