Employee Termination Process

Course Description:

Having to fire an employee is never an easy task. Sometimes, despite attempts of open communication and encouraging performance, an employee will need to be terminated from the company. One of the hardest aspects of preparing to fire an employee is to separate the emotions from the facts. Firing an employee should always be a last resort, so it is important that the manager has covered all other avenues possible before moving forward.

Research has consistently demonstrated that when clear goals are associated with learning, it occurs more easily and rapidly. At the end of this course, you should be able to:

  • Create employee performance plans
  • Identify employees who should be terminated
  • Establish effective termination meetings
  • Know the “Do’s” and “Don’ts” of firing an employee
  • Be able to conduct exit interviews

Placing an Employee on a Performance Improvement Plan (PIP) Before Firing

  • Justification
  • Validate
  • Include
  • Be Grateful
  • Case Study
  • Assessment

Employees Who Should Be Terminated I

  • Feeling of Entitlement
  • Cannot Perform Job Functions
  • Can’t Function with Other Employees
  • They Over Promise and Under Deliver
  • Case Study
  • Assessment

Employees Who Should Be Terminated II

  • Blatant Disregard for Customers
  • They Are Unreliable
  • Don’t Adhere to Code of Conduct
  • Use Company Property for Personal Use
  • Case Study
  • Assessment

Things to Consider When Setting Up the Termination

  • Meeting Attendees
  • Venue of the Meeting
  • Security Presence
  • Logistics
  • Case Study
  • Assessment

The Correct Way to Fire an Employee I

  • Use Positive Language
  • Review Past Feedback
  • Concentrate on Specific Behavior
  • Fire Early in the Week
  • Case Study
  • Assessment

The Correct Way to Fire an Employee II

  • Keep it Short
  • Have Employee Sign Release
  • Transfer Terminated Employee’s Functions
  • Avoid Fighting Unemployment Claims with Employee
  • Case Study
  • Assessment

What an Employment Termination Checklist Should Contain

  • Notification to Human Resources
  • Systems Access Terminations
  • Return of Company Property
  • Benefits Status
  • Case Study
  • Assessment

The “Don’ts” of Firing an Employee I

  • No Performance Improvement Plan
  • Using an Electronic Method
  • Fire Without a Witness
  • Provide Long Reason for Firing
  • Case Study
  • Assessment

The “Don’ts” of Firing an Employee II

  • Not Making the Decision Final
  • Let Employee Take Company Property
  • Allow Access to Work Area
  • Permit Information System Access
  • Case Study
  • Assessment
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