Book Description
Of all the difficult tasks a supervisor might have to perform, terminating the employment of an individual might be the toughest emotionally. In addition, the ramifications of conducting a termination can be traumatic; there is always the threat of the unknown such as a lawsuit or even, potentially, an act of violence. Not handling a termination in the proper manner can also cause a loss of morale in the remaining employees. Using the information contained in this title will allow you to properly conduct a termination, covering all the items that can slip through the cracks. This book is part of the HR Skills Series designed to help managers plan for and manage changes in such areas as consumer demand, workforce turnover, production, and performance standards.
Table of Contents
- Title
- Copyright
- About the HR Skills Series
- Contents
- Introduction
- Chapter 1: Alternatives to Termination
- Chapter 2: Termination Planning
- Chapter 3: Communicating the Termination
- The Five-Stage Response ModelGenerally, people take bad news in five stages. Understanding how the terminated employee might be feeling is essential if you want to help him or her move through these s
- Conducting the Termination MeetingThis is a serious meeting. Set the tone for the meeting from the moment you are in direct contact with the employee. It should be clear from the beginning of the meet
- Other ConsiderationsThere are other things that must be done or considered during the termination meeting.
- Focus on What Is Going to Happen NextOnce all these matters have been addressed, focus this meeting on what is going to happen next for the individual. Review how company benefits will be affected by
- Chapter 4: Other Termination Planning Considerations
- CorrespondenceSome organizations’ policies dictate not to send a termination letter that states the reason(s) why an employee was terminated, believing that it will be upsetting to the employee, and t
- DocumentationCreate a written record of the events leading to the termination in case it is needed for unemployment compensation hearings, a legal claim against the organization, the internal appeal p
- Employee AssistanceMany organizations offer some kind of an employee assistance program (EAP) that provides counseling services to employees at little or no cost to them. Providing such services to fo
- Process for AppealIf the employee wants to appeal the decision and you have an internal discipline or termination appeal process, make arrangements for this to happen as soon as possible. Again, this
- Safety and Security, Systems, and Intellectual PropertyGive some thought to everyone’s safety and security when you terminate an employee. There are circumstances when a terminated employee may be a s
- Who Should be ToldYou will need to decide what you need to communicate to the rest of the organization. Obviously, those who worked with the terminated employee need to know that he or she is no longe
- Helping Coworkers Deal with the TerminationYou might not want to discuss the details of the termination with other employees, but you still should be aware that some people may be upset about the fact
- Replacing the Terminated EmployeeOnce all the other planning areas have been attended to focus your attention on other practical matters, such as how you will get the work done without the terminated
- Following UpYou need to ensure that any commitments made to terminated employees are kept, such as providing outplacement or EAP services. Also, any payments owed to the employee should be made in a t
- ConclusionTerminations are difficult and even traumatic for everyone involved. Unfortunately, there are circumstances when you simply have no other choice but to terminate an employee. There are many