Tips for Creating an Effective and Safe Employee Termination Process
An employee termination process is something no business ever wants to use. But reality dictates otherwise. Some of your employees just won’t be the right fit, and you’ll need an exit strategy.
Unfortunately, another reality is that employee termination can be disruptive and even dangerous. When you are planning your termination strategy for an employee, it’s important to factor in employment termination security along with other HR-related factors.
Tips for Creating a Safe Termination Process
Communication is key through every step of the termination process. And it certainly applies to the following 10 tips.
1. Connect the Behavior to the Policy Violation
One of the first things you should do before even considering termination is a consultation with your attorney. If you don’t have an attorney, get one.
They can help you steer clear of any labor law violations when terminating an employee. They also can help you craft policies and procedures that’ll protect your company from liability from the initial hire date.
With your policy violations in place, look at the specific situation. Did the action violate the policy? Was termination laid out as a possibility for that violation?
2. Have Documentation That Acknowledge’s the Employee Understood Their Role
When letting an employee go, make sure you have an acknowledgment from the employee-in-question that they understood the policy they violated. That’s where onboarding paperwork comes into play.
As you prepare for the meeting, collect the documentation where they signed off on the policy. Include it with the evidence that said policy was violated.
3. Set a Meeting Date
The employee termination meeting has to happen sometime. The general consensus among many employers is to do it on Friday. SHRM research indicates that Tuesday is probably better.
Whenever you decide to do it, set aside the proper amount of time. Make sure there’s a witness or two present as well.
4. Do It Behind Closed Doors
Regardless of the grounds for termination, the employee deserves the respect of not being fired in front of his fellow co-workers. You can respect his dignity by doing everything behind closed doors.
If tensions spill outside the office, don’t be the party responsible for it. Let that fall on the terminated employee.
5. Create a Conflict Mitigation Plan
All the factors we’ve discussed so far play into your conflict mitigation plan, something you totally need going into the termination meeting. Telling someone they’re fired is bound to create hostile feelings.
Some of the previous suggestions will help control that negativity. But sometimes it boils over and the employee will act out in unprofessional and sometimes dangerous or threatening ways.
Make sure there are witnesses, surveillance, and security on-hand. It can also help to call your local police department’s non-emergency line to inform them of any potential concerns.
Security will help you…
- Ensure overall safety and security of the office during a transition
- Reduce your liability
- Limit interruptions and help maintain business as usual
- Demonstrate respect to the terminated employee(s) by the use of professional and discreet professional security.
6. Identify Potential Fallout Points
Unfortunately, the termination of some employees can be the beginning of your problems. Employees who take sides with the individual you’ve terminated can continue to create drama behind the scenes. So identify those potential fallout points and work to mitigate them through transparency and communication.
Efficiency and Planning Are Key to Your Employee Termination Process
Coming prepared with an efficient employee termination process will help handle many of the problems that can arise. But if you need help or would simply feel more comfortable with an extra layer of security, don’t ever hesitate to contact an outside security firm like the OPS Security Group.
OPS Security Group has over 80 years of combined experience protecting executives, businesses, residents, guests and government officials throughout Pennsylvania, Delaware, Maryland, Washington D.C. and New Jersey. As a regional security alternative with a service-first approach, we offer a level of customer service that international providers are too big to deliver. If you’d like to learn more, you can contact us at https://opssecuritygroup.com/contact/