DEFENSIBLE TERMINATION : DEFENSIBLE TERMINATION 7 Guidelines for Conducting Defensible Employee Termination
1. Conduct and document regular employee evaluations : 1. Conduct and document regular employee evaluations - Conducted in a thoughtful and timely manner and the written evaluation should be sent to upper management for review
2. Develop and enforce written policies and procedures : 2. Develop and enforce written policies and procedures - Give hard copies of rulebooks to employees so they know everything
3. Prohibit “on-the-spot” termination : 3. Prohibit “on-the-spot” termination - These are hard to defend when the emotion of the moment has died down
4. Develop and utilize a progressive disciplinary system : 4. Develop and utilize a progressive disciplinary system - Review each step of system with Human Resources and employees
5. Review all documentation prior to discharging an employee : 5. Review all documentation prior to discharging an employee - Review all documents about what the employee did so there is no confusion
6. When possible, conduct a termination review and exit interview : 6. When possible, conduct a termination review and exit interview - Explain reasons for termination to employee
Slide 8: Termination Confusion
7. Treat info regarding terminations as confidential : 7. Treat info regarding terminations as confidential - Only supervisors and managers should know about the termination
Slide 10: Principles of At-Will Employment
Works Cited : Works Cited Barth, S., & Hayes, D. K. (2008). Legally Managing Employees. Hospitalty Law: Managing Legal Issues in the Hospitality Industry (3 ed., pp. 241-242). New York, NY: Wiley.