TOP TEN THINGS TO KNOW BEFORE YOU FIRE AN EMPLOYEE.

Slides:

Advertisements

Similar presentations

The Bad News Letter Section 199 Business Communication.

Advertisements

A how-to guide to transmitting negative messages.

STANDARD-3.2 & 3.3 Customer Service. Satisfied –vs- Dissatisfied Customer.

Employment-at-Will Training for Supervisors

© Telephone Doctor, Inc. | Killer Words of Customer Service.

Procedures Tenured v. Non-Tenured Tenured Have a property interest in their continued employment. Property interest is a substantive right and procedural.

Chapter 20.1 Employment Relationships PRE-LEARNING QUESTIONS: Answer on a sheet of paper (not to turn in) List at least 5 jobs people have that may be.

EFFECTIVE DOCUMENTATION In Search of Improved Performance.

HR Practices in a Recession: Exploring the Options OMHRA: September 17, 2009.

The Elements of a Real Apology

Managing Complaints in the Private Health Setting The Power of an Apology.

Practical Tips for Investigating Discrimination Complaints

Informative and Positive Messages

INFORMATION FOR DEPARTMENT HEAD AND MANAGERS Dealing with Attendance issues.

The Package Travel Regulations Kurt Janson Policy Director.

The Five Cs of Customer Service

Etiquette for Professors. Why is Etiquette Important? Audiences interact with the printed word as though it has a personality and that personality.

EMPLOYMENT LAW CONSIDERATIONS March 16, Difference between being an employer vs. a law enforcement officer Garrity – this case involves employees’

Driver Education Policies An educational policy is a statement of specific procedure(s) to be followed in handling a controversial problem where two or.

Hiring & Firing Chris W. McCarty, Esq. Lewis, Thomason, King, Krieg & Waldrop Knoxville – (865)

Understanding and Writing Contracts and Memoranda of Agreement.

Sales Letters Business Communication. Sales Letter u Think about your sales letter as a contract between you and the reader.

WRITING BUSINESS LETTERS II

/0503 © Business & Legal Reports, Inc. BLR’s Human Resources Training Presentations Exit Interviews.

Coleg Gwent Recruitment Interviewing Guidelines Jennie/Presentations 0910/Recruitment Interviewing 1 Search & Governance Committee March 2 nd 2010.

--- Hephizibah Roskelly and David A. Jolliffee, Everyday Use

Purchasing Ethics and Vendor Relations

© Prentice Hall, 2005 Business Communication Today 8eChapter Writing Negative Messages.

BECAUSE GOOD EMPLOYEES DESERVE TO KNOW, AND SO DO THE BAD. Performance Evaluations.

Frequently Asked Questions about Strikes and Job Security If the union gets in here I can’t ever lose my job because the union will get it back for me.

CHAPTER THREE Title VII of the Civil Rights Act of 1964.

The Key to Writing Policies and Procedures Updated: February 2012 Public Health Nursing & Professional Development Unit Eunice Inman, RN Gay Welsh, RN.

Using Case Studies in First-Year Composition: Teaching Argument and Introducing Students to the Public Sphere Tom Bowers Iowa State University March 18,

 Situational Based Interviews  Behavioral Based Interviews  Competency Based Interviews SP - O MALIK AZHAR MAHMOOD.

Intent vs. Impact Does your Customer Service Measure Up?

Mock Trial. Who? What? How? Questions? Samuel decides to take the computer apart to fix it himself. But he couldn’t solve the problem. So five months.

Welcome to class! Get out a pen or pencil and paper Get out a pen or pencil and paper We’re going to watch a brief news video about a high school football.

AVA helping you become part of your profession Debbie Neutze AVA National Strategy and Services Manager.

© BLR ® —Business & Legal Resources 1408 How to Manage Challenging Employees.

Today  Thesis Building  Starting Your Outline What’s due Tuesday night?  Continue R&J ( )  HOMEWORK WORK ON I-SEARCH! Must have intro, thesis,

DO I HAVE A CONFLICT OF INTEREST? Based on the “Conflict of Interest Wheel”

Generally Accepted Recordkeeping Principles: The Principle of Transparency Alaska Chapter of ARMA International Presented by: Tara Carey, ARMA Board Member.

How to Write Business Letters Technical Writing Lesson 3

By: Stephanie Creek Craig Galyon. Background Founded by David Neeleman in February 1999 Several executives are former Southwest Airlines employees Offer.

SOCRATIC SEMINAR GUIDELINES:  Do not raise your hand during discussion.  Do not interrupt another person. Begin speaking when he or she has finished.

Disparate Impact/Disparate Treatment Katie Boone.

McGraw-Hill/Irwin PPT Module 11 Negative Messages ©2007, The McGraw-Hill Companies, All Rights Reserved.

GUIDELINES FOR DISCIPLINE AND TERMINATION IN THE WORKPLACE Presented by Megan M. Ruwe (612)

© Prentice Hall, 2008 Excellence in Business Communication, 8eChapter Writing Negative Messages.

Retail Coaching Workbook. Feedback 2 Definition What is Feedback 1.Communication of something to a person or group which gives that person information.

Absenteeism  Absenteeism disrupts the flow of work  costs the company money.  It lowers productivity and increases everyone else’s workload  It can.

MAKING THE MOST OF YOUR APPOINTMENT

An action is right or wrong depends on the morals of the society in which it is practiced. The same action may be morally right in one society but be morally.

TMO’s and Employment Law

Killer Words of Customer Service

Disciplining Employees

Are you ready for the Literacy Test?

Understanding and Writing Contracts and Memoranda of Agreement

Document A When was this speech delivered? What is the purpose of this speech? (Close reading) What did Hitler mean when he said, “I wish to thank Him.

Immigration Read the article “Who’s Coming to America” and mark the text appropriately. Create a timeline showing the history of immigration to the United.

How To Investigate Complaints of Harassment

EVERYTHING IS AN ARGUMENT

PURCHASE MANAGEMNET.

Performance Improvement Plans

Selection and Hiring Interviews

Lesson 13 – Social Skill: Apologizing.

Presentation transcript:

TOP TEN THINGS TO KNOW BEFORE YOU FIRE AN EMPLOYEE

10. Is there a contract?

9.Is the employee in a “protected” category?

8.How have you treated similarly situated employees?

7.Is there direct evidence of discriminatory intent?

6.Has your policy adversely affected a protected group?

5.Do you have adequate documentation?

4.Have your policies and procedures been followed?

3.How do I fire the employee? Deliver the news in person, rather than by letter. Avoid lengthy discussions and arguments. Show compassion, but avoid apologies. Have at least two management persons present to corroborate what was said. Avoid excessive detail, but tell the employee the truth about the reasons for the termination. Deliver the bad news in a manner that will minimize the embarrassment, humiliation, and emotional upheaval the employee will surely experience. Limit discussions about the reasons for the termination to those with a “need to know”. Consider asking for the employee’s resignation in lieu of termination.

2.Should I offer a severance package?

AND THE NUMBER ONE THING TO KNOW

1. CALL ME Jay K. Rutherford (817)

How do I keep this from happening again?