Although it’s often not an easy decision to make, most employers have the unenviable task of firing an employee at some point. However, terminating employees of Judi online can lead to sticky situations – even litigation if done improperly.
You should follow some general steps to give your business the best chance of parting ways with employees amicably and legally. We spoke to legal experts to determine a proper termination process and some best practices.
Checklist for firing employees
One of the best ways to ensure you follow proper legal procedures when firing an employee is to draft policies and termination notices ahead of time. Make sure your staff has access to an employee handbook that clearly outlines expectations, as well as discrimination and discipline policies.
While each business’s needs will dictate the specific way an employee is terminated, we asked Barbara Jane Barron, attorney and shareholder at MehaffyWeber, and Trisha Barita, managing partner of Barita Law Firm and founder and owner of Legal Skinny, to share the general termination steps that every business owner should consider:
Educate your team. To help ensure you don’t break any employment laws, confirm that your workers and all supervisors understand your policies and procedures, as well as the necessity to document violations and warnings.
Determine the employee’s offense. You should determine what performance failures, misconduct, or broken policies have occurred that could justify termination (if it is outside of a general layoff).
Investigate and document the offense. The termination process may look a little different for each employee based on the offense. For example, if the employee is simply a poor performer, you should review the employee’s file to see if they were warned they might be fired if their performance doesn’t improve. This might entail a performance improvement plan, a series of disciplinary warnings, or comments in the employee’s annual review. However, if the employee is a potential threat to the safety or comfort of others, you should conduct an investigation of employee misconduct.