Firing a Worker

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Firing an employee is never easy. Preparation is a key when firing someone. You need to prepare documentation before the meeting with the employee. Pull together performance appraisals, written warnings, salary information and all correspondence with that employee. Have a witness observe the proceedings. Choose the best time during the week. You will have to choose the place. Your office is private and you are in charge.

Prepare your opening. If necessary, write what you will say to start process to the employee. Remember you have to be clear and comfortable about the reason(s) for termination and be prepared with explanations and/or supporting evidence. It is important to give the real reason to the employee; don’t be vague or suspicious. Don’t give a reason you might need to contradict later on in court. Try to keep the interview relatively short about 30 minutes maximum.

At the beginning of the meeting, explain the situation bringing about the termination and what company has done to avoid the termination. Be firm but courteous while outlining the reasons as succinctly as possible. Try to limit explanations and discussion about the termination, and don’t apologize for taking this action. Tell about benefits and assistance to be offered. Allow employee to express his or her feelings.

Explain the conditions of the termination and give honest answers. Make clear that the decision is final and nonnegotiable. Collect everything the company provided to the employee and consider which computer passwords, access codes and permissions must be changed. Conclude the meeting with a handshake when possible and a sincere wish that the employee will do well in the future. When it comes to the actual firing, be sure to let the person go without humiliating them. Keep details about an employee’s termination confidential to maintain the former employee’s privacy.

Remove employee’s name from appropriate listings and end his/her access to computers, files, etc. After you have to control or prevent rumors from others employees. It is important to provide them information. Have a plan and communicate it to remaining employees.

To protect yourself, make sure your company has clear policies about what kinds of employee conduct are subject to discipline or termination (consistent non performance, breach of policies, sexual harassment, theft, drug possession, falsified information, etc). These should be clearly communicated to employees in writing and be sure to include them in an employee handbook. Some companies will communicate to employees in writing company policies and ask them to sign on after they read to put on their employee file.
Human Resources – GuideTo.Com

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