{"id":62138,"date":"2024-02-28T13:11:13","date_gmt":"2024-02-28T17:11:13","guid":{"rendered":"https:\/\/womeninoptometry.com\/?p=62138"},"modified":"2024-03-18T11:44:21","modified_gmt":"2024-03-18T15:44:21","slug":"how-to-let-an-employee-go-without-endangering-your-practice","status":"publish","type":"post","link":"https:\/\/staging.womeninoptometry.com\/views\/article\/how-to-let-an-employee-go-without-endangering-your-practice\/","title":{"rendered":"How to Let an Employee Go Without Endangering Your Practice"},"content":{"rendered":"
In our compliance company, which specializes in human resource management, employee termination is a weekly issue at a minimum. Like many HR issues, the rules can be complex and often don\u2019t follow common sense.<\/p>\n To start, let\u2019s clarify that \u201ctermination of employment\u201d is not always a bad thing. Termination is a generic term for an employee leaving your business. The reason can be voluntary or involuntary, and the approach to each situation is different.<\/p>\n Voluntary termination just means the employee is quitting. Job one is to determine why. If they are leaving to move away, to be a stay-at-home parent, or as part of another life decision, your response may simply be, \u201cCongratulations!\u201d and your actions minimal.<\/p>\n However, you still want to have a discussion with them to uncover negative feelings that may have contributed to them leaving. Some of those can be rectified,\u00a0if you want to<\/em>. At a minimum, you may learn something about your business. Here are action steps related to voluntary terminations:<\/p>\n Involuntary terminations are usually more complicated. The decision to fire an employee must start with what is best for your business and your other employees. Never keep a subpar, or problematic, employee because you do not want to face the repercussions of a nasty firing experience or because you are worried about unemployment benefits.<\/p>\n Toxic employees are just that \u2013 toxic to your business and the rest of your staff. Unless related to a legal or extreme adverse action by the employee, most involuntary terminations should\u00a0always<\/em>\u00a0be proceeded by progressive counseling. Almost everyone should get a second chance, but there are exceptions.<\/p>\n Abuse, lies, theft, destruction of property, and other similar behavior, justify immediate termination. Include a list of those potential reasons in your employee manual. Do not rely entirely on the concepts of \u201cat-will\u201d or \u201cwithin the probationary period\u201d \u2013 documented, progressive counseling is usually the only way to defend most involuntary terminations.<\/p>\n Always follow your policies as detailed in your employee manual. Take care to completely avoid any actions that could be considered to be discrimination. Although rare, some severely adverse employment actions can require legal counsel.\u00a0 Discuss these situations with your HR consultants prior to taking any action.<\/p>\n Toxic employees are just that \u2013 toxic to your business and the rest of your staff. Unless related to a legal or extreme adverse action by the employee, most involuntary terminations should\u00a0always<\/em>\u00a0be proceeded by progressive counseling. Almost everyone should get a second chance, but there are exceptions.<\/p>\n Abuse, lies, theft, destruction of property, and other similar behavior, justify immediate termination. Include a list of those potential reasons in your employee manual. Do not rely entirely on the concepts of \u201cat-will\u201d or \u201cwithin the probationary period\u201d \u2013 documented, progressive counseling is usually the only way to defend most involuntary terminations.<\/p>\n Always follow your policies as detailed in your employee manual. Take care to completely avoid any actions that could be considered to be discrimination. Although rare, some severely adverse employment actions can require legal counsel.\u00a0 Discuss these situations with your HR consultants prior to taking any action.<\/p>\n The process of progressive counseling should be based on \u201cjust the facts.\u201d<\/p>\n During any termination, voluntary or involuntary, common questions arise. Providing correct answers is essential.<\/p>\n <\/p>\n <\/p>\n See more editorial stories on\u00a0WO<\/em> here.<\/a><\/p>\nBy Bj Avery, Vice President of Practice Compliance Solutions<\/strong><\/p>\n
WHAT TO DO WHEN THE TERMINATION IS VOLUNTARY<\/strong><\/h4>\n
\n
\n
WHAT TO DO WHEN TERMINATION IS INVOLUNTARY<\/strong><\/h4>\n
HOW DO I CONDUCT PROGRESSIVE COUNSELING?<\/strong><\/h4>\n
\n
\n
\n
ANTICIPATE COMMON QUESTIONS FROM TERMINATED EMPLOYEE<\/strong><\/h4>\n
\n