Delivering the Termination Message
- Topics:
- Termination
- Tags:
- Firing Employee,
- Human Resources,
- Performance,
- Performance Management,
- Termination,
- Workforce Management
- Source:
- Crain Communications
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Overview: How and when an employer discharges an employee -- and the actions leading up to the termination -- can either create or prevent a wrongful termination suit. Firing employees is risky business. The price for wrongful termination includes the potential for complicated and possibly public legal battles, untold administrative headaches and, if the employee wins, possible punitive damages. Despite these risks, employers still have to fire employees. This article will explain the importance of relying on objective and specific criteria for evaluating employee performance, and will focus on the critical need for documentation of that performance. Employers should establish specific criteria for performance that can be objectively discussed and measured. Employment decisions, especially termination of an individual's employment, should be based on the employee's demonstrated skills in meeting the stated performance criteria, and should specifically reference that individual's work history. When evaluating performance, be specific and state what kind of performance problems have occurred.
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Format: HTML | Date: Jan 2003 | Pages: 1
