Wouldn’t it be great if you never had to fire anyone? No difficult conversations, no time spent searching for candidates to replace employees, no wrongful termination claims…
Just as there are a handful of colleges with 100% acceptance rates, odds are there’s some visionary company out there that’s pulled off 100% employee retention. But for the vast majority of employers, every choice to hire someone increases the likelihood that someone, at some point, will have to be let go. And let’s be honest: not everyone is suited for the position they’re employed in, and there are people who don’t have their employer’s or co-workers’ best interests at heart.
Rather than figuring out how to fire an employee a week, day, or hour before calling that person into your office, it’s a good idea to develop a methodology for handling terminations. Doing so will not only make life easier for people on all sides of the equation, but provide your organization with some protection in the event that a former employee files a wrongful termination claim.
With that in mind, I’d like to share some of Compli’s recommended practices for dealing with employee terminations in a systematic approach—starting with steps to take before there’s an issue.
These four steps may help your organization reduce the chances of an employment dispute or claim, but they’re just the start. We will offer more best practices related to termination in future blog posts. If you’d like to further explore the topic of wrongful terminations, check out our recent article, “How Wrongful Termination Erodes Your Culture and Bottom Line.”
Termination Best Practices
While we hope you never have to rely on this cheat sheet, the reality is that terminations need to happen from time to time. Get this cheat sheet to learn how to protect yourself from wrongful terminations.