The Termination of an Employee Is a Situation That Must Be Approached Using Facts and Tact. Proper Procedures Must Be Followed Up to the Termination to Avoid Mistakes That Could Incite Legal Consequences. Besides the

Topics: Termination of employment, Severance package, Employment Pages: 3 (904 words) Published: July 10, 2010
The termination of an employee is a situation that must be approached using facts and tact. Proper procedures must be followed up to the termination to avoid mistakes that could incite legal consequences. Besides the legalities, termination can result in employee anger or confusion, but preparation can minimize misunderstandings. Employee termination is never pleasant, but following a checklist can help ensure that no procedural requirements are skipped. •Know the reason for an employee's termination. If it is performance- or discipline-related, have documentation of the employee's actions available. This may include performance reviews and written warnings. The reason for dismissal should not be based on any discriminatory factors that violate state or federal employment laws or employer policies. Prepare necessary dismissal paperwork, including the request for a final paycheck and payout of benefit or vacation compensation. If severance pay or extended benefits are part of the termination package, have an attorney draft a hold harmless agreement for the employee to sign. Also plan for computer passwords and/or locks to be changed on the day of termination. •Step 2Set an appointment to meet with the employee. The meeting should take place in private, but human resources personnel may attend as witnesses if required by your company. Termination should never occur in public or over the telephone. Do not discuss the termination plans with other employees. •Tell the employee the reason for dismissal. Since this is the point of the meeting, it should be the first subject discussed. Explain the reason and show supporting documentation. State that the decision is final. Allow the employee an opportunity to speak his or her mind and express feelings. Do not debate or apologize for the decision, but wish the employee the best of luck with his or her future career. Review the employee's rights with regard to benefits, pension and unemployment insurance. Have the...
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