DISMISSING AN EMPLOYEE |
List of Dos and Don’ts for Dismissing an Employee |
Use this list as a quick reminder of what you should do or not do as part of the process of dismissing an employee. You can add to this list specific policies and practices within your company, as well as tips you’ve learned from experience. |
Do... |
Don’t... |
Do become familiar with your company’s poli cies and procedures. |
Don’t tell a dismissed employee that the dis missal is part of a layoff if it isn’t. |
Do be informed about the legal implications of dismissing an employee. Be sure to seek legal ad vice from a knowledgeable attorney. |
Don’t use statements that could leave the im pression that the employee is being dismissed for discriminatory reasons, such as being too |
Do involve a human resource professional, if possible, in the plan and termination meeting. |
old, married, pregnant, and so forth. |
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Don’t use humor or make light of the situation. |
Do document the terms of the employee’s dis- missal and create a separation letter. |
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Don’t threaten an employee who implies that he or she may challenge the dismissal. |
Do acknowledge the emotional impact of this process on yourself and the employee. |
Don’t withhold the person’s final paycheck. |
Do be dispassionate, direct, and focused in the meeting, but deliver the message in a way that preserves the person’s dignity. |
Don’t go it alone: have a human resource pro fessional at the meeting, if possible. |
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Don’t make potentially damaging statements |
Do keep the meeting short and private. |
about the employee to fellow employees. |
Do deliver a severance package, if possible, to ease employee concerns about security. |
Don’t make potentially damaging statements about the dismissed employee to his or her reference checks. |
Do make arrangements for the employee to re trieve his or her personal belongings. |
Don’t apologize or reconsider your decision if the employee protests. |
Do set up an exit interview, if possible. |
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Do listen as well as talk; the employee may share more freely important information. |
Don’t sugarcoat your message. |
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Don’t make promises you can’t keep. |
Do honor employment contracts such as a union’s collective-bargaining agreements, non compete or nondisclosure agreements, or a service letter. |
Don’t just shut off the employee’s e-mail and voice mail without careful decisions about what channels you want to keep open or closed. |
Do concisely communicate to other workers ap propriate information concerning the dismissal, including your plans for seeking a replacement. |
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Do redistribute the dismissed employee’s work, if necessary, in a way that enables others to re main productive. |
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Do follow company policy regarding notifying external contacts. |
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Additional Dos and Don’ts |
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