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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.

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