Employment Terminations
What will be covered <ul><li>Review of Performance Management steps </li></ul><ul><li>Review of documentation </li></ul><u...
Performance Management Steps <ul><li>Verbal </li></ul><ul><li>Written </li></ul><ul><li>Final  </li></ul><ul><li>Suspensio...
Documentation <ul><li>Describe problem specifically </li></ul><ul><li>Listen and acknowledge their point of view </li></ul...
Whys of Termination <ul><li>It’s your job </li></ul><ul><ul><li>Part of your responsibilities </li></ul></ul><ul><li>It’s ...
Whys of Termination <ul><li>Why we fear and loathe it </li></ul><ul><ul><li>Replacement could be worse </li></ul></ul><ul>...
Whys of Termination <ul><li>Can be hard on you, but not acting is much worse… </li></ul><ul><ul><li>Negative impact of poo...
Legalities <ul><li>Basic employment laws </li></ul><ul><li>Behavior based vs trait based </li></ul><ul><li>Document any co...
Meeting with the Employee <ul><li>Think ahead of every possibility </li></ul><ul><li>Secure a private location </li></ul><...
Parting Ways <ul><li>Review reasons for separation of employment for clarification </li></ul><ul><li>Inform them that the ...
Final Documentation <ul><li>Assemble all notes and signed documents for their file </li></ul><ul><li>Document the terminat...
Review <ul><li>Terminations are never easy </li></ul><ul><li>Concentrate on keeping in line with the facts – don’t let emo...
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Employment Terminations

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Employment Terminations

  1. 1. Employment Terminations
  2. 2. What will be covered <ul><li>Review of Performance Management steps </li></ul><ul><li>Review of documentation </li></ul><ul><li>Whys of termination </li></ul><ul><li>Legalities </li></ul><ul><li>Meeting with the employee </li></ul><ul><li>Parting ways </li></ul><ul><li>Final documentation </li></ul>
  3. 3. Performance Management Steps <ul><li>Verbal </li></ul><ul><li>Written </li></ul><ul><li>Final </li></ul><ul><li>Suspension without pay </li></ul><ul><li>Discharge </li></ul>
  4. 4. Documentation <ul><li>Describe problem specifically </li></ul><ul><li>Listen and acknowledge their point of view </li></ul><ul><li>Summarize their point of view </li></ul><ul><li>Clarify your expectations </li></ul><ul><li>Agree on a solution </li></ul><ul><li>Express confidence in employee </li></ul><ul><li>Detailed notes on meeting held </li></ul>
  5. 5. Whys of Termination <ul><li>It’s your job </li></ul><ul><ul><li>Part of your responsibilities </li></ul></ul><ul><li>It’s your paycheck </li></ul><ul><li>It’s your company </li></ul><ul><li>It’s your team </li></ul><ul><ul><li>Getting rid of poor performers can be a motivator for others </li></ul></ul><ul><li>It’s your life </li></ul>
  6. 6. Whys of Termination <ul><li>Why we fear and loathe it </li></ul><ul><ul><li>Replacement could be worse </li></ul></ul><ul><ul><li>It will go away </li></ul></ul><ul><ul><li>Won’t work anyway </li></ul></ul><ul><ul><li>We may be sued </li></ul></ul><ul><ul><li>Upper mgmt won’t support me </li></ul></ul><ul><ul><li>Too tired to deal with it </li></ul></ul><ul><ul><li>Hate conflict </li></ul></ul><ul><ul><li>Will be a lot of work </li></ul></ul><ul><ul><li>May not do it right </li></ul></ul>
  7. 7. Whys of Termination <ul><li>Can be hard on you, but not acting is much worse… </li></ul><ul><ul><li>Negative impact of poor performance on organization </li></ul></ul><ul><ul><li>Negative impact of poor performance on your workload </li></ul></ul><ul><ul><li>Leads to feelings of disrespect for management </li></ul></ul>
  8. 8. Legalities <ul><li>Basic employment laws </li></ul><ul><li>Behavior based vs trait based </li></ul><ul><li>Document any conversations with quantifiable terms if possible </li></ul><ul><li>Partner with HR throughout the entire process </li></ul><ul><li>A few suggestions; </li></ul><ul><ul><li>Prepare a statement to read verbatim </li></ul></ul><ul><ul><li>Practice with someone </li></ul></ul>
  9. 9. Meeting with the Employee <ul><li>Think ahead of every possibility </li></ul><ul><li>Secure a private location </li></ul><ul><li>Allow them to save face </li></ul><ul><li>Get straight to the point </li></ul><ul><li>Conduct meeting professionally </li></ul><ul><li>Be prepared for emotions </li></ul><ul><li>Keep the focus on the facts </li></ul><ul><li>Be compassionate – try to part on a good note </li></ul>
  10. 10. Parting Ways <ul><li>Review reasons for separation of employment for clarification </li></ul><ul><li>Inform them that the HR manager will send their final paycheck along with COBRA information </li></ul><ul><li>Thank them for their time working for UV&S </li></ul>
  11. 11. Final Documentation <ul><li>Assemble all notes and signed documents for their file </li></ul><ul><li>Document the termination meeting with at written, detailed description </li></ul><ul><li>Email or call HR and inform them of the termination </li></ul>
  12. 12. Review <ul><li>Terminations are never easy </li></ul><ul><li>Concentrate on keeping in line with the facts – don’t let emotions sway you </li></ul><ul><li>Remember – you are dealing with another person who has their own problems, probably made worse by termination of their employment. Nothing is gained by parting as enemies and alienating someone who already sees themselves as a victim. </li></ul><ul><li>Be fair, be compassionate, be honest. </li></ul>

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