It is advisable and encouraged for companies to be prudent and think smart when it comes to dealing with employee cases or situations in which unfair treatment is being claimed while termination is being executed. Therefore, planning ahead and aiming to prevent instead of having to cure, companies should be well informed and trained on how to handle and conduct termination. Documentation is recommended, and should be required, simply because it simplifies and clarifies things in times of misunderstandings and confrontations.
Having said this, companies should invest time in developing informative policy books which detail everything an employee and employer needs to know with regards to termination and its execution. Managers/supervisors should consider giving out written warnings to employees to notify them ahead of time that something isn’t quite right. Alongside the warning, managers could offer possible solutions before finally deciding if termination is needed, for example, extra training to improve poor job performance, not meeting appropriate behavioral standards, or inadequate workplace conduct.
Termination can be traumatic for both the employee and employer. The manager/supervisor/boss could feel apprehensive about possible retaliation from the employee due to backlash, resentment, bitterness, and indignation for unfair or poor treatment.
Termination should be handled in a humane manner, with respect and fairness. It should be imperative for companies to familiarize their supervisors with the firm’s policies and there should be a termination checklist available for consultation, and it should be used when dismissing an employee.
Also, managers should learn from similar, previous cases and see how things have been handled in the past.
It is crucial to dwell a bit before making the final decision of termination: consider the employee’s side of the story, and review all the relevant facts concerning the employee’s situation.
Supervisors should consider planning ahead prior to the termination meeting to think through some answers to provide for potential questions asked concerning said employee’s situation, for the sake of clarification.
Discipline is necessary simply because there is always someone who is going to execute misconduct in some way. Which is why it is fundamental to document clarifications on disciplinary actions, to avoid worsening the workplace environment.
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