PrintThe manner in which you terminate an employee is very important. It is to your advantage to make provisions prior to firing or laying off an employee. An employment termination policy is sometimes desirable to put in place that outlines what the employee is entitled to when his or her employment ends. Such a policy will typically include:
The terms of a severance package, which is usually commensurate with the length of time the individual has been employed and his or her position in the company Payment to the employee for unused vacation days Provisions for continuing health benefits after termination Whether a letter of recommendation is given for potential future employers
In some cases employers will also help by providing outplacement services.
Make sure you:
Try to make the situation as amicable as possible Have a reasonable, legitimate and documented reason for the termination Collect all keys, I.D.’s and other company related materials in the employee’s possession Make sure you know his or her computer password Terminate employees in person, or have the employee’s immediate supervisor handle the task in person
Make sure you don’t:
Discuss an impending termination with other employees (except his or her immediate supervisor) Fire someone based on rumor, innuendo, unsubstantiated claims or for personal or discriminatory reasons Make any statements that could be deemed personal, disparaging or defamatory
