logging in or signing up seriously... ksimpson Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 2 Category: Entertainment License: All Rights Reserved Like it (0) Dislike it (0) Added: September 16, 2010 This Presentation is Public Favorites: 0 Presentation Description No description available. Comments Posting comment... Premium member Presentation Transcript 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. You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.
seriously... ksimpson Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 2 Category: Entertainment License: All Rights Reserved Like it (0) Dislike it (0) Added: September 16, 2010 This Presentation is Public Favorites: 0 Presentation Description No description available. Comments Posting comment... Premium member Presentation Transcript 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.