The items in this checklist are not meant to be determining factors in releasing an employee. Rather, they are listed as items to consider in determining the value or contribution of the employee to your organization.
Checklist - When Should You Fire an Employee
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US-04077BG
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FAQ
Review your employee handbook and its firing policies. Document violations. Investigate grounds for termination. Be brief and factual (but don't sugarcoat it). Fulfill all legal requirements.
The file should have an employee termination checklist form to be followed and basic details of the employee such as name, department, position as well as important details such as the reason for termination, last day of work and the name of the person handling their file.
Termination letter due to layoffs/downsizing. Termination letter for cause (misconduct/performance/attendance, etc.) Termination of business contract.
The words you use to terminate an employee should be simple and to-the-point. Don't waffle. Go somewhere private and then lead with the punch line, says Glickman. She suggests you begin by saying, I have some bad news for you.
The employer must provide the employee with his or her final paycheck during the termination meeting.In addition, make sure to provide the employee with all documentation regarding applicable benefits (including retirement benefits and insurance/COBRA information, if applicable) and unemployment benefits.
Identify and Document the Issues. Coach Employees to Rectify the Issue. Create a Performance Improvement Plan. Terminate the Employee. Have HR Conduct an Exit Interview.
You can be fired at any time for any reason, which means an employer can wait years to terminate you. There is no time limit at all.
Incompetence, including lack of productivity or poor quality of work. Insubordination and related issues such as dishonesty or breaking company rules. Attendance issues, such as frequent absences or chronic tardiness. Theft or other criminal behavior including revealing trade secrets.
End the meeting on the most positive note possible. Wish the employee good luck and shake his or her hand. If you can honestly say something positive about the employee's tenure at the company, by all means do so.
