Employees and Employers: Termination Tips
It all begins with a plan. Whether you are the employer or the employer representative. You need a plan to take into a termination meeting or prospective termination meeting. Termination meetings can take off turns, so a plan or script can bring the meeting back to on track.
The types of things that form part of your plan will depend on the circumstances of the termination. A plan should include what will be said to the employee. It can also involve things like rebuttals if an employer knows an employee will make a comment. If the termination relates to unsatisfactory performance or conduct, bringing copies of the previous warnings that were given to the employee can also assist.
Generally, an employer should walk into a termination meeting with at least the following and know when each will be addressed:
If the employee has not already been given an opportunity to respond to a termination decision, when that opportunity will be given to the employee.
The reason the employment will be terminated. For example, unsatisfactory performance.
The last day the employee will be required to work and whether the employee will be required to work out some or all of their notice period.
A list of the property the employee will be required to give the employer and when it needs to be returned.
A list of entitlements the employee will be paid, in case they ask.
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