The decision to dismiss an
employee, for whatever reason, can frequently be a difficult and uncomfortable
one. There is always some risks-for example; the employee could sue you for
unlawful discharge. Generally speaking, you can significantly reduce this risk
if you can show that you fired an employee for proper business reasons and that
you acted in good faith during the termination process.
The attached file contains
two documents designed to ease the task of terminating an employee and help
manage some of the risks. The first is a termination meeting script, which will
help you say and do the "right" things at the termination meeting.
The second is an exit interview form. By presenting the departing employee with
this opportunity to comment, you not only give yourself a good chance of
gaining valuable information but also make the process less painful for the
employee and possibly less risky for you.
Termination Meeting Checklist
Conduct the meeting in
sequence as follows:
1. Tell the employee the purpose of the meeting. Although the reason for termination should
be communicated, there is no need to go through a step-by-step analysis of the
documentation supporting the reason for discharge.
2. Advise that the decision is final and cannot be reversed.
3. Where appropriate, advise that alternative in-house positions
were explored.
4. Emphasize that all relevant factors were reviewed.
5. If applicable, stress that everyone involved in management
activities agreed to the decision.
6. Tell the employee the effective date of the termination.
7. Review with the employee a written summary of benefits. This summary should include, where
applicable, severance pay, compensation for vacation and sick time,
continuation of health and life insurance benefits, other benefits and re-employment
assistance.
8. Have final paychecks ready.
If the employee is to leave immediately, have any final checks, benefits
or vacation payments prepared and inform the employee how to collect his or her
personal belongings and leave the premises.
9. Other options: Provide the employee with a written summary of
projects to be transferred to ensure a smooth transition of work if the
employee will remain as an active employee for a period of time. Outline the next steps in the
termination process, such as the last day of work, return of company ID, keys
and credit cards.
10. End the interview by saying that the employee will be notified of
any other matters that must be dealt with, such as COBRA continued health
coverage.
11. Wish the employee good luck and express confidence in his or her
future.
For more information on this subject, give us a call at 925-672-4800 and we will gladly do our best to answer your questions. You can also visit our website at www.globalfitnessassociation.com/info for more information.
