Documentation

Create 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 process that may exist in the organization, and so on. Again, consult your Human Resource department to understand what documentation concerning the termination you need to create and keep.

Any written information concerning a termination should be treated as a confidential record and kept in a secured location, shared only on a need-to-know basis. It is not appropriate to allow any documentation concerning the reasons or circumstances concerning a termination to become public or accessible. This can damage people’s reputations, as well as expose the organization to certain legal liabilities. It might also make it more difficult for a terminated employee to find another job.