Employee Termination Processes

Module 1:

• Placing an Employee on a Performance Improvement Plan (PIP) Before Firing

• Justification

• Validate

• Include

• Be Grateful

• Knowledge Check

Module 2:

• Employees Who Should Be Terminated (I)

• Feeling of Entitlement

• Cannot Perform Job Functions

• Can’t Function with Other Employees

• They Overpromise and Under Deliver

• Knowledge Check

Module 3:

• Employees Who Should Be Terminated (II)

• Blatant Disregard for Customers

• They Are Unreliable

• Don’t Adhere to Code of Conduct

• Use Company Property for Personal Use

• Knowledge Check

Module 4:

• Things to Consider When Setting Up the Termination Meeting

• Meeting Attendees

• Venue of the Meeting

• Security Presence

• Logistics

• Knowledge Check

Module 5:

• The Correct Way to Fire an Employee (I)

• Use Positive Language

• Review Past Feedback

• Concentrate on Specific Behavior

• Fire Early in the Week

• Knowledge Check

Module 6:

• The Correct Way to Fire an Employee (II)

• Keep it Short

• Have Employee Sign Release

• Transfer Terminated Employee’s Functions

• Avoid Fighting Unemployment Claims with Employee

• Knowledge Check

Module 7:

• What an Employment Termination Checklist Should Contain

• Notification to Human Resources

• Systems Access Terminations

• Return of Company Property

• Benefits Status

• Knowledge Check

Module 8:

• The “Don’ts” of Firing an Employee (I)

• No Performance Improvement Plan

• Using an Electronic Method

• Fire Without a Witness

• Provide Long Reason for Firing

• Knowledge Check

Module 9:

• The “Don’ts” of Firing an Employee(II)

• Not Making the Decision Final

• Let Employee Take Company Property

• Allow Access to Work Area

• Permit Information System Access

• Knowledge Check

Module 10:

• Conduct Effective Exit Interviews

• When, How and Who

• Objective of the Process

• Company Readiness for Exit Interviews

• Execute the Feedback Results

• Knowledge Check