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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Post-Termination Employer Issues and Responsibilities [Video Blog]

Posted on Jun 22, 2016 7:00:00 AM

The discharge of an employee does not necessarily end the employer’s relationship with…or obligations to… the employee.  Benefits provided by the employer as well as benefits mandated by law may in fact cause that relationship to continue. 

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Introduction to Termination [Video Blog]

Posted on Aug 21, 2014 4:50:00 PM

Today, we are going to discuss the two types of termination meetings you may have with a departing employee, depending on if the employee has resigned or if you are firing him or her.

Two Types of Termination

  • Involuntary

  • Voluntary

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Employee Termination: Checklist & Guidelines for Employers

Posted on Jul 26, 2013 8:30:00 AM

Termination is never an easy part of a manager’s job. But the steps you take beforehand can reduce the difficulty and the company’s possible exposure to wrongful termination lawsuits.

HR experts agree that firing an employee shouldn’t come out of the blue. Termination should beTermination the final step in a thorough process of establishing company policy, regular performance evaluations, constructive discipline and dispassionate consideration of the employee’s risk and value to the company.

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