Firing an employee is a delicate task that requires careful consideration and planning. Employers must check that how they terminate the relationship does not make them vulnerable to legal trouble.
To do this, they must follow proper protocol. Taking the right steps can avoid potential disputes and ensure fairness.
Step 1. Understand the law
The first stage is learning the laws that govern employment. Employers should learn what constitutes wrongful termination and ensure the process respects the employee’s rights. Human resources departments are responsible for becoming familiar with these regulations, thus avoiding problematic scenarios.
Step 2. Document everything
Companies must keep detailed records of the staffer’s performance, past disciplinary strikes and the reasons for termination. These documents must show a clear history of the issues leading to the decision.
Step 3. Deliver the message clearly and respectfully
When cutting ties, one bears a duty to deliver the news in a manner that leaves no room for misinterpretation. Sensitivity to the person’s feelings remains paramount. This means explaining the thinking behind the decision and referencing company policy. Those giving the news should avoid potentially discriminatory or retaliatory language.
Step 4. Provide a termination letter
The official letter of termination has to include the justification for parting ways, the effective date ending employment and any next steps, such as how the staffer will receive their final paycheck. This letter can be a helpful bit of evidence if a problem arises after the fact.
Employers must be mindful that they are not setting the stage for a legal conflict when letting someone go. A careful approach helps lower the risk of a costly entanglement that could generate negative publicity.
