1. Termination Process Team 1: Anuj Kumar Agrawal Mohaammed Al-baqmi
Rahul Ramanujan
Chun Chieh Yang

2. Introduction
Employee termination is the process by which an organization ends an individual's employment against his or her will.
A well-planned termination process that is implemented with sensitivity and balances the needs of three groups of stakeholders
The company,
the terminated employee,
and the remaining employees

3. "Do it the right way, and there's no lasting negative effect on the company or the person who is exiting.
“Do it the wrong way, the fired employee may have a very difficult time finding a new job and you and your company may end up in court”
Richard S. Deems( How to Fire Your Friends)

4. Firing situation should be handled properly to avoid numerous possible pitfalls, which includes:
A reduction in morale & productivity among remaining employees
A decline in the company's public image
Difficulty in recruiting new employees

5. Termination process is important in small businesses.
"If you fail to purge chronic poor performers, the best [performers] will either believe that you condone lackluster performance, or assume that you don't know the difference. Being the best, they will only want to associate with the best," Martin Yate( Keeping the Best)

6. Cause of Termination Poor job performance
Lack of "fit" with the organization,
Inability to perform job responsibilities
Conflict with managers or other employees

7. Steps to managing the termination process
Decision
Reasons
Severance Benefits
Work Transition
Next Steps

8. Decision
"A decision has been made to use outside agencies to provide your department's services.
As a result a number of positions
have been eliminated. Your
job is one of these affected,
and a decision has been made
to terminate your employment."

9. Reasons
A reason should be given as to why the decision to terminate the person's employment was made.
When a position is eliminated due to economic or organizational reasons, it is
important to stress that
performance, career potential
and personality are not
involved in the decision.

10. Reasons (Cont…) An explanation will have to be given for
"Why me instead of someone else?"
The result coming out of the "reasons"
discussion is an Exit Statement,
which is a public announcement
of the termination.

11. Severance Benefits
A written communication outlining the benefits should be prepared before the meeting and given to each employee after the highlights have been verbally described.
Benefits to consider include salary continuation (severance); benefits continuation, and outplacement services.
Other items to include in the memo
include official date of termination;
office arrangements;
return of keys,
credit cards,
cars and other company property.

12. Work Transition
Sometimes the terminated employee is immediately relieved of work responsibilities.
In other cases, the employee is asked to continue working until a certain date, and may even receive a "stay bonus" for doing so.
Since there is no universally best way
to effect transitions for all companies
and employees, it is important to
clarify how this particular
transition will happen.

13. Next Steps
As the termination meeting comes to a close, the manager needs to tell the employee what will happen next.
Is the employee to go to another office to see someone?
Is Human Resources to meet with the employee?
Is an outplacement consultant on site to meet with the employee?
Is the employee free to go to others
in the company and discuss this matter?
Establish an appropriate time for
them to collect their personal property.

14. Wrongful Termination
Breaches one or more terms of the contract of employment
Provision in employment law
Absence of a formal contract of employment a de facto contract is taken to exist

15. Wrongful Dismissal include:
Dismissal for a wrongful cause
Dismissal without going through a contractually mandated dismissal process
Dismissal based on age sex, race or other protected class
Whistle blowing
Legal Action
Remedies: Reinstatement of the dismissed employee, monetary compensation for the wrongfully dismissed.
Employment probation period

16. Managers Should Remember to:
Be direct, but not curt
Be compassionate and yet make sure the message is transmitted and received clearly;
Provide guidance, but do it gently and sensitively
Listen carefully without losing the purpose and momentum of the meeting
The place of meeting should be private and away from the individual’s immediate work area

17. Strategies to Help to Manage the Risk
It is more cost effective and better risk management to rehabilitate rather than terminate employee.
1. Preparation: Verify important facts & develop “talking points” for the actual termination meeting.
2. Teamwork: include all individuals in the organization who are trained in HR management and employment low.
3. Documentation: Take time before making any final decision, to review the employee’s personnel and other files.

18. Strategies to Help to Manage the Risk
4. Discretion: Be as sensitive as reasonably possible, and terminate employees in an appropriate environment away from other employees.
5. Promptness: Manage the entire matter, from investigation to analysis, to determination, without a rush to judgment.
6. Exit Interview: Take special care during the exit interview because what manager say or write may be presented to jury or media.
7. Listening: listen to what the terminated employee says, and document everything for the record.
3. To make sure that the reason for termination is adequately documented.

19. Termination Meeting Thank the employee.
Don’t assess blame or make apologies.
Be clear and answer questions.
Let your employee respond
End on a positive note

20. Video’s: http://www.youtube.com/watch?v=nxsZDokxZBQ&feature=related

21. Questions ?