When you are preparing to terminate an employee you will want to make sure that you are prepared. First you will need to go over your reasons for terminating the employee to make sure that the termination is for a legally defensible reason. Secondly, you will want to make sure that you have the documentation that you need to support your position including: evidence that the employee was aware of the rule or standard that they disregarded, proof that the rule was broken or that the standards were not met, and documentation that the employee was made aware of the problem, and that you took reasonable steps to correct the problem.
Next you will need to decide if your company is going to give the employee a severance package. The severance package is not only a courteous option to offer an employee who is being laid-off, but it can also be used as a way to avoid being sued for wrongful termination. In exchange for money, extended benefits, etc., you can have the terminated employee sign a waiver stating that they won’t sue you over the termination. This may be a necessary evil if the termination is expected to be controversial or combative in nature.
Finally, once you have put together your documentation and severance packages, you will need to schedule a termination meeting. This meeting should be scheduled for a Monday or Tuesday so that the employee can get professional advice if they need it. It should also be set in a neutral and non-threatening location.
2. The Termination Meeting
The termination meeting is going to be stressful and uncomfortable for all involved. In order to reduce the amount of stress, keep it brief and to the point. Don't try to sugar coat things or hmm and hah because most likely the employee already knows why they are there, so get to the point right away and make it as quick as possible. Give the employee the reasons why they are being let go, express your gratitude for their efforts, offer the severance package if applicable, take care of administrative duties like collecting keys and company property, and hand the employee his or her final check.
3. After the Termination Meeting
After the terminated employee has left the building with his or her personal belongings, it is a good idea to meet with the company’s other employees to let them know what happened without divulging private information. This information meeting will help reduce employee anxiety, and it will help to reduce rumors and misinformation from being spread.