Terminations

At TechAnimals we understand that one of the hardest aspects of managing a staff is making the decision to terminate one (or many) staff and executing it. The decision has wide ranging ramifications ranging from the personal aspect, if the company / department is small to organizational as tasks have to be temporarily (or permanently) reassigned, to legal, as all of the proper steps must be followed to the letter of the law to ensure that the rights of the company and the individual are respected. We have searched various industry resources and have found the following excellent articles which outline how to terminate employees. Enjoy your reading!

How to Fire an Employee – The Do’s and Don’ts of Terminating Employees to Keep You Out of Hot Water

By: Cissy Pau

Having to fire an employee is one of the most difficult and traumatic decisions that a business owner can make. Letting an employee go is hard not only on the employee, but also on the employer, and the other employees in your company. It is a decision that should never be undertaken lightly.

Common reasons for firing an employee include:

• Performance-related issues
• Poor personality fit or attitude fit with company
• Attendance issues
• Violating company policies
• Lack of work
• Company reorganization

We’ve put together some quick tips on the do’s and don’ts of terminating an employee:
What to Do:

1. Make the firing decision carefully, but once made, act quickly – Firing an employee is one of the most difficult decisions an employer can make, regardless of the reason for the termination. Make sure the decision is well-reasoned and thought out, and then if the decision is made to terminate, act quickly so that it does not continue to negatively affect you or other employees.
2. If firing due to performance-related reasons, ensure that multiple meetings have been held with the employee prior to making the firing decision to address and correct the performance issue.
3. Be respectful and discreet when having the termination meeting. The meeting should preserve the dignity of the employee.
4. Ensure that your severance or notice arrangements meet legal requirements. Consult an employment lawyer if necessary.
5. Ensure that you have a written termination letter and release which documents the terms and conditions of the termination.

What Not to Do:

1. Don’t get personal. The reason for firing the employee should be business-related or due to performance issues, not due to personal, subjective or emotional opinions about the employee.
2. Don’t make a decision to terminate for cause without conducting a proper investigation. The decision should be based on an objective series of facts, not one or two individual opinions or stories.
3. Don’t hold the termination meeting in a public place. The meeting should be held in a private location, free from disruptions.
4. Don’t go into a termination meeting unprepared. Prepare the written letter, rehearse what you will say, how you will say it, and in what sequence.
5. Don’t get defensive or debate the merits of the firing decision with the employee. Allow the employee to react and raise questions, be understanding and sympathetic, but reinforce that the firing decision is definite and final.

Firing an employee is never easy. Make the decision thoughtfully and with care, and then act.

When in doubt, seek the advice of an employment lawyer or human resources expert prior to making to the decision to let the employee go.

Cissy Pau, Principal Consultant of Clear HR Consulting Inc. (http://www.clearhrconsulting.com), has a winning track record of more than 13 years in Human Resources management. Cissy has earned a reputation as a leading HR expert in the Vancouver and Lower Mainland business communities. This HR expert specializes in and is passionate about developing and implementing practical HR policies, procedures and systems for companies experiencing growth and change. As an advisor and partner to business owners on strategic and tactical HR matters, Cissy relentlessly delivers HR solutions that are realistic, practical and easy to implement, while fully supporting the business’ financial and operational goals.

Article Source: http://EzineArticles.com/?expert=Cissy_Pau

How to Terminate an Employee

By: Ted Moss

In every business, there comes a time when it is necessary to terminate a person’s employment. As this is not a pleasant prospect for either the employer or the employee, it should not be done thoughtlessly. Even when a person is being fired from their job, they deserve to be treated with respect and dignity.

In many instances, even if you believe it is obvious to an employee why they are being fired, it might not be as clear to them. With the exception of the most extreme cases, it is much better to inform them of your decision and explain your reasons, rather than simply having them presented with a notice of termination. In most cases, you can be both firm and kind when you are letting an employee know that they are being terminated.

In instances where you are terminating a person’s employment due to some type of illegal activity on their part, it is a good idea to inform them if you plan to take legal action. For example, if they have stolen something from your company, it is wise to terminate their employment as soon as you possibly can.

If you are in the position of needing to terminate a person from their job when they have not been at any fault, a frank discussion should be in order. For example, if your company needs to downsize by lowering its number of employees, they should not be in the position of feeling as if they did something wrong. In other cases, such as if they have been unable or unwilling to perform their job to meet your reasonable expectations; these facts should be made clear to them. It may have a significant impact on whether or not they will attempt to secure similar employment with another company; and it can also have a very strong effect on whether or not they are successful at doing so. If their work has not been up to par, it is in their best interests as well as yours to let them know the facts.

Sometimes it is necessary to terminate an employee due to extreme friction in the workplace. If the employee is constantly having personality-clashes with your other workers, it can make the workplace very uncomfortable for everyone concerned, as well as lowering other employees’ ability to conduct their own jobs properly. If you have tried to resolve this type of difficulty with your employee and have not been successful, terminating them may be the only reasonable solution.

Regardless of the circumstances surrounding your employee’s termination, it is necessary to be fair in letting them know the reason they are being fired or let go. Losing a job is stressful, under any circumstances; a bit of respect and consideration can make it easier for everyone concerned.

Ted L. Moss, CPP is the President and CEO of Crimcheck.com, one of the nation’s leading pre-employment screening providers. Mr. Moss is an expert on matters of pre-employment screening, identity theft, Fair Credit Reporting Act compliance, and safe hiring practices. Additionally, Mr. Moss is a Regional Vice President for ASIS International, the preeminent organization for security professionals and a member of NAPBS and SHRM. Please visit http://www.crimcheck.com or http://www.tedlmoss.com for more information.

Article Source: http://EzineArticles.com/?expert=Todd_Moss