The Termination Meeting [Video Blog]

Posted on May 25, 2017 7:00:00 AM

Terminating employees may be a necessary reality of the workplace, but it’s important not to lose sight of the emotional impact of a termination. If possible, schedule the meeting at the end of the workday or prior to a weekend, so that the employee will have the opportunity to go home to engage fami ly and friends for support. Also, try to avoid termination during a holiday, which could appear insensitive to outsiders and other employees. Of course, for egregious infractions the employer may have no choice.

Generally, a termination meeting should involve two management personnel:

  1.     The manager responsible for termination, and
  2.     A witness.

The witness may take notes if helpful. The presence of a witness, preferably one of the same gender as the terminated employee, will help to negate any claims of harassment or inappropriate action during the termination meeting, and provide an eyewitness to the process.

Also, consider security. Sadly, the recent history of violence in the workplace means that employers must be prepared for the possibility of an outburst by the employee either during the termination meeting or soon afterward. If the employer has any reason to expect the possibility of violence, it is wise to take extra security measures. This would include escorting the employee from the building and perhaps having security guards on standby.   

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3 Steps to Prepare for the Termination Meeting [Video Blog]

Posted on May 11, 2017 7:00:00 AM

We are going to discuss three steps you should take to prepare for a termination meeting.

1. Thoroughly review the employee’s personnel file. Be sure to familiarize yourself with the employee's work record and the reason for termination. It is essential that you explain to the employee why the decision to terminate his or her employment was made. Failing to provide an explanation or providing a false explanation may later support an employee claim that the reason was a pretext for unlawful discrimination or other unlawful treatment.

2. Identify property to be returned (access cards, company credit cards, etc.) You should also prepare the employee’s final paycheck. In many states, the final check must, by law, be delivered at the time of termination. In some states, accrued but unused vacation time or paid time off (PTO) must also be compensated in the final check at termination. Review our final paycheck section for more information regarding final paychecks in your state.

3. Prepare a termination packet. The packet should be hand-delivered at the termination meeting. This includes a termination letter, benefits summary, and information regarding unemployment compensation.

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Firing a Problem Employee [Video Blog]

Posted on Apr 27, 2017 7:00:00 AM

Firing a problem employee is never easy. As unpleasant as any termination situation is, handling it with a difficult employee makes your job all the more challenging. All the same, it’s a necessary part of managing your workforce. At HR360, we’ve been there, and we’re here to help you get through it.

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How to Deliver Negative Feedback Fairly and Effectively [Video Blog]

Posted on Apr 17, 2017 7:00:00 AM

Delivering negative feedback to your employees can be awkward, uncomfortable, and a little intimidating. As a manager, you may find yourself avoiding these conversations in an effort to spare employees’ feelings, or to preserve good working relationships.

We understand your dilemma. However, we’re here to tell you that you aren’t doing your employee any favors by withholding constructive criticism about where he or she needs to improve. Think about it: their performance, behavior, or attitude isn’t up to par, and by avoiding the uncomfortable conversation, you’re depriving them of the opportunity to make necessary changes. It isn’t fair to them or to you. In the worst case scenario, you could even be setting them up for termination due to nonperformance.

We advocate providing constructive feedback regularly, rather than waiting for a formal review. That being said, you DO need to pay attention to the language you use when having these types of conversations.

Avoid any language that might be discriminatory according to state or federal labor law. A good rule of thumb is to be factual and limit your comments to the employee’s PERFORMANCE, rather than PERSONALITY, as these types of remarks can be interpreted as a personal attack. An example of words to avoid would be descriptions such as “sloppy” or “messy,” which sound like value judgments rather than appraisals of performance.

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What Makes Employees Leave and What You Can Do About It [Video Blog]

Posted on Mar 30, 2017 7:00:00 AM

Today, we’re going to discuss a recent survey conducted by LinkedIn, the leading social networking site for businesses. According to LinkedIn’s findings, 85% of the global workforce is actively looking for a new job, reaching out to personal networks, or remaining open to speak with recruiters. And this number includes those employees who say they are satisfied with their current jobs.

As managers and HR professionals, you’re right to be concerned when you hear that number. Think about it: more than 8 in 10 of your employees are looking for a new job or are open to leaving your company.

But why? And what can you do about it?
Fortunately, LinkedIn dug a little deeper when they surveyed 18,000 fully-employed professionals across 26 countries, including the US, Australia, Canada, India, and the U.K. These individuals were either actively seeking their next role or were passive employees-meaning they were reaching out to their personal network or were open to talking to a recruiter - here’s what they had to say, in order of importance...

Passive Employees:

  1.     Better Compensation and Benefits
  2.     Better Work/Life Balance
  3.     Better opportunities for Advancement

 

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How to Avoid 5 Performance Review Mistakes [Video Blog]

Posted on Mar 16, 2017 7:00:00 AM

Performance review mistakes are easy to make. In fact, even the most seasoned managers can trip up. With a little preparation and forethought, you can avoid common missteps and make the most out of the meeting for you and your employees alike. 

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Prepping for the Performance Review [Video Blog]

Posted on Mar 2, 2017 7:00:00 AM

Today, we’re going to discuss preparing for performance reviews, and offer some simple steps you can take to ensure that your reviews are as successful and stress-free as possible. 

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The Employee Handbook Guide [Video]

Posted on Feb 16, 2017 7:00:00 AM

Today we are going to discuss one of the most important communication tools between a company and its employees, the employee handbook.

A well-written handbook sets forth your expectations for your employees, and describes what they can expect from your company in return.

While the policies outlined in your handbook will reflect your company's own unique culture, it is important to consider federal, state and local laws and regulations that may affect your business when drafting your employee handbook. You may want to create multiple handbooks if you have both exempt and non-exempt employees and/or unionized employees.

Your handbook should first serve as a welcome to employees. Set the tone for your work environment with a mission statement or a sincere note from your President or CEO…this will introduce your company and provide the employee with a sense of your corporate culture.

Your handbook should also include general employment information…such things as policies relating to job classifications, smoking, internet access, email, employee records, payroll practices, overtime, and union information, if applicable. You should also check your state laws in areas such as overtime to make sure you are in compliance.

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Minimum Wage and Overtime Pay for Tipped and Retail Employees Under the Fair Labor Standards Act [Video Blog]

Posted on Feb 2, 2017 7:00:00 AM

The Fair Labor Standards Act, or FLSA, is a federal law that sets basic standards for minimum wage and overtime pay. Although the rules might seem straightforward, when employees are tipped (such as in restaurants) or work in retail establishments, complying with the FLSA becomes a little more complex.

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Denying a Time Off Request [Video Blog]

Posted on Jan 19, 2017 7:00:00 AM

Whether paid or unpaid, time off is an important respite that allows your employees to take vacations; attend to personal or family business; or simply rest and recharge. However, managers and employees alike must recognize that not every request for time off can be approved. Of course, most managers would like to accommodate their employees, but some businesses demand coverage during typical holiday or vacation periods. There may also be specific times during the year—for example, the end of quarters or fiscal periods—when a company needs to be fully staffed.

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