Though nobody likes terminations, there are times when terminating employees is necessary. Terminations are fairly stressful processes. They take time, money, and emotional energy to deal with. Additionally, the circumstances around terminations are generally unhappy ones that cause stress and strain on employers and employees. A termination procedure details the entire termination process, making it easier for you to manage even the most difficult termination situations. Here’s how to create one:
Termination Process
In your termination procedures, it’s important to include a standard process for terminating employees. This includes any warnings, performance meetings, and consequences to be carried out prior to termination. These consequences and warnings will likely vary based on the offending behavior, but make sure you put as much detail into this section as possible to avoid confusion later on. Managers should also discuss the termination procedures with employees, so they know what to expect if they receive disciplinary action. The more transparent you can be about your process, the better for everyone involved.
Termination Meeting
Just like your hiring process, there are meetings you need to coordinate when carrying out a termination. In your termination procedure, include information about how you will terminate your employees. This can include where the meeting will take place and who will be there. This will make it easier to carry out the actual termination without getting hung up on small details.
Post-Termination Details
Your work doesn’t end once an employee is terminated. There is final pay and benefits to worry about. In your termination procedure, include how severance, benefits, and PTO payout are decided upon termination. Transparency about this part of the process is important as well.
If you want valuable tools for dealing with a termination, download our Termination Toolkit by clicking the button below.
Download Toolkit