This is one of the most sensitive issues for the Human Resources department and the company. This is because if the proper steps are not taken, the company could be left open for wrongful termination or even discrimination lawsuits. There are a few tips to keep in mind when creating a termination policy within a company. They are as follows:
Employee evaluations are one of the best ways for the HR department to ensure each employee’s work habits and productivity are being monitored. If in the event a staff member begins to slack off, the annual evaluations will help to bring this to light.
As with the employee evaluations, employee write-ups are an almost certain way to avoid any wrongful termination suits. Each time staff members commit an infraction of company policies, practices unsafe working habits, or slacks on job performance, they can be given a written notice and a copy kept in their HR employee file. For each write-up, the HR manager needs to have the employee sign it, stating they understand the reprimand. Also, the HR manager needs to sign this as well.
Written Termination Notice
When an HR manager must Dismissal an employee, using a written termination notice will also help to ensure the company is covered. In the notice, it needs to be clearly written out exactly why he or she was dismissed. There should also be copies of any write-ups and warnings notices as well. As with the employee write-ups, the HR manager and the employee need to both sign the termination notice. This way there is proof they are clear as to why they were let go.
Termination employment can be emotional and financially dangerous for a business. Therefore, ensuring it has been done properly will remove the likelihood of there being costly, unnecessary, and unwarranted legal proceedings.