It is never an easy job for an employer or human resources professional to terminate an employee. The employer can think of all sorts of ways to correctly fire an employee, but what it comes down to is keeping professional at all times and terminating an employee only if the employer has all the correct information and documentation. Know the employee rights.
What this means is that the employer should have a policy and procedure for termination in place and a witness needs to be present during a termination process and all documentation must be spot on so the employee cannot deny any allegations related to a verbal warning, write-up warning or written dismissal. All businesses need to have an employee handbook and all employees need to sign a paper that they read the book and understand its contents.
Some Companies Scale Infractions
1. Minor with verbal and written report including employee/employer/witness signature
2. Moderate infractions require a written verbal report including employee/employer/witness signature. Employer may or may not give the employee a second chance.
3. Immediate dismal for serious infractions
The employee must sign all forms related to infractions.
No Professional Likes to Fire an Employee
No one finds it is ever an easy job to terminate an employee, but unfortunately, this job comes with the territory of being the leader of the business or the delegated professional responsible for the hiring and termination.
There are pros and cons of every business and unfortunately, the termination of an employee is bound to arise at some point and no one gets any joy out of relieving someone from his or her livelihood. The professional responsible for firing of employees must make sure they know how fire the employee in the correct manner and above all the legal way.
There are always two sides to any story and the professional responsible for firing is not professional if they do not listen to both sides of the story and weight both sides. No company wants to be charged in court for unlawful firing of an employee.
As a past business owner and past nurse manager, I always wanted to give the benefit of the doubt to the employee, meaning I would give the employee a second chance so they could show me they could do better and show improvement in work or behavior.
In my nursing situation there were infractions that could not be given second chances such as, but not limited to proof of patient abuse, a possible HIPPA violation or witnessed theft from a patient, employee or company.
I never wanted to show the employee to the door until they could have a chance to improve. This was unless of course their infraction was so bad the employee needed an immediate dismissal, with an escort to the front door.
Grace and Dignity with Termination
In this situation, I needed some witnesses or concrete evidence to the infraction. Any terminations of employees require necessary, time-consuming research done with dignity and grace for the sake of the employee and the company. It is vital to fire an employee the right way.
I have always believed that employees are going to respond in the way company professionals treat the employee. If the company treats the employee with respect and dignity, the employee will prove to the employer how trustworthy and loyal the employee is to the business. I realize that there can be exceptions. If a business has a company name and the business employs one person, the business needs a policy and procedure manual including termination protocol.
When an employer calls an employee to a meeting in regards to an infraction or dismissal, it should come as no surprise to the employee. The employee generally knows that whatever they did was wrong. All businesses need to have an employee handbook and all employees need to sign a paper that they read the book and understand its contents.