Terminations

Keep exit clear during termination meeting

03/30/2016

Terminating an employee is never easy. Plan the meeting in a way that’s private; and don’t prevent the employee from leaving.

Keep discharge meeting short and simple

03/29/2016

Deliver discharge news at a short and focused meeting. Remind everyone that the purpose is to let the worker know he has been discharged and obtain badges and other company property. Don’t be goaded into an argument.

Don’t add fuel when you fire: 6 tips for terminations

03/10/2016

If you supervise employees in any capacity, there will come a time when you need to let someone go. Here are some tips for making the best of a bad situation.

Poor behavior? Deal with it by documenting it

03/09/2016

Do you have an angry, dissatisfied employee that no supervisor seems capable of making happy? Then document any behavior that demonstrates the employee is difficult or insubordinate and discipline accordingly.

Designing a Progressive Discipline Policy

03/07/2016

White Paper published by The HR Specialist ______________________ The most reliable way to protect your organization from wrongful termination charges is to establish and enforce a system of progressive discipline. Having such a structure in place, and making it clear to all supervisors that they are expected to abide by it, is your best defense […]

Employee gave two weeks’ notice–can we just terminate him right away?

03/02/2016

Q. An employee has recently provided two weeks’ notice of his intent to resign. Can I tell the worker that he or she is not needed for the two weeks and avoid paying him for that time?

OK to fire pregnant worker for good cause

03/02/2016

Are you afraid to discipline, or even discharge, a pregnant employee? You shouldn’t be, as long as you have a rock-solid reason unrelated to pregnancy.

You don’t have to wait for prosecution: Go ahead and fire violent worker

02/25/2016

Has an employee been arrested for threatening behavior involving a co-worker? You don’t have to wait for the criminal trial and conviction to discipline the employee. You don’t even have to reconsider if police drop the charges. What matters is that you have an honest belief the worker broke company conduct rules—even if you end up being wrong.

Document all the details that influence your decision to discipline

01/29/2016

One of the easiest ways to get in legal trouble is to discipline two employees differently for breaking the same rule.

No employment protection for abuse victims