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Termination of employment

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This presentation ensures that you and those who assist with a termination, are professional throughout the entire process minding five key aspects.

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HOW TO HANDLE TERMINATION OF EMPLOYMENT
5 KEY ASPECTS Ensuring that you and those who assist with the termination, are professional throughout the entire process minding these five aspects of it
AVOID LEGAL PITFALLS AND VIOLATIONS  Be aware of federal, state and local laws as to what constitutes wrongful termination and seek legal counsel if possible.  Was the Employee aware of the company’s rules, guidelines and expectation before this point.  Were proper verbal and written warnings provided?
BE HUMANE AND CONSIDERATE  It is imperative that the discussion is performed behind closed doors and the separation conducted as professionally and thoughtfully as possible.  Be clear and firm and don’t drag it out.  If the environment is right and there aren’t any legal conflicts, provide feedback that may help the former employee for next opportunity.
COOLER HEADS PREVAIL ï‚¡ There is always that chance that emotions can flair up during a termination. ï‚¡ Keep a cool head during the entire process
LOOK TO ASSIST A TERMINATED EMPLOYEE WHEN POSSIBLE ï‚¡ If not a case of gross conduct, look to supply resources when possible to help the individual find a better fit. ï‚¡ Notify her/him of any resources available, transition or portability of any benefits.
NOTIFY THE PROPER DEPARTMENTS AFTER A TERMINATION ï‚¡ Notify departments and workers that are affected by it are notified in a timely manner and the news delivered responsibly and professionally. ï‚¡ Reclaim any company property, access card and adjust or update system/s and facilities access. ï‚¡ Always check with your HR department and/or legal department to ensure that all your business practices abide by the regulations provided by the EEOC as well as all other state and federal labor laws.

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Termination of employment

  • 1. HOW TO HANDLE TERMINATION OF EMPLOYMENT
  • 2. 5 KEY ASPECTS Ensuring that you and those who assist with the termination, are professional throughout the entire process minding these five aspects of it
  • 3. AVOID LEGAL PITFALLS AND VIOLATIONS ï‚¡ Be aware of federal, state and local laws as to what constitutes wrongful termination and seek legal counsel if possible. ï‚¡ Was the Employee aware of the company’s rules, guidelines and expectation before this point. ï‚¡ Were proper verbal and written warnings provided?
  • 4. BE HUMANE AND CONSIDERATE ï‚¡ It is imperative that the discussion is performed behind closed doors and the separation conducted as professionally and thoughtfully as possible. ï‚¡ Be clear and firm and don’t drag it out. ï‚¡ If the environment is right and there aren’t any legal conflicts, provide feedback that may help the former employee for next opportunity.
  • 5. COOLER HEADS PREVAIL ï‚¡ There is always that chance that emotions can flair up during a termination. ï‚¡ Keep a cool head during the entire process
  • 6. LOOK TO ASSIST A TERMINATED EMPLOYEE WHEN POSSIBLE ï‚¡ If not a case of gross conduct, look to supply resources when possible to help the individual find a better fit. ï‚¡ Notify her/him of any resources available, transition or portability of any benefits.
  • 7. NOTIFY THE PROPER DEPARTMENTS AFTER A TERMINATION ï‚¡ Notify departments and workers that are affected by it are notified in a timely manner and the news delivered responsibly and professionally. ï‚¡ Reclaim any company property, access card and adjust or update system/s and facilities access. ï‚¡ Always check with your HR department and/or legal department to ensure that all your business practices abide by the regulations provided by the EEOC as well as all other state and federal labor laws.