Managing dismissals/ Termination

NOT ALL EMPLOYEE SEPARATIONS ARE VOLUNTARY !!....

MANAGING DISMISSALS/ TERMINATIONS

9. Adjusting to Downsizing and Mergers

8. ID Act on Closure, Layoff and Retrenchment

7. The Termination Interview and Exit Process

6. Security Measures

5. Termination at will

4. Fairness Safeguard

3. Insubordination

2. Grounds for dismissal

1. What is dismissal

This is an index

What is dismissal ?

dismissal—involuntary termination of an employee’s employment with the firm. Many dismissals are avoidable. For example, many dismissals flow from bad hiring decisions. Using assessment tests, background checks, drug testing, and clearly defined jobs can reduce such dismissals.

Grounds for dismissal

There are four bases for dismissal

Changed Requirement of the Job

Misconduct

Lack of Qualifactions for the Job

Unsatisfactory Performance

Insubordination

A form of misconduct. The two basic categories of insubordination are • Unwillingness to carry out the manager’s orders, and • Disrespectful behavior toward the manager.

Fairness safeguards

"When someone has to leave their job, it's important to do it fairly. They should be given a chance to explain why they couldn't do something. The person who tells them should be their boss and do it kindly. If they feel treated unfairly, they might need to go to court. But many companies give them extra money called severance pay to make it better. Fairness means being kind and treating people well."

For more than 100 years, the prevailing rule in the United States has been that with- out an employment contract, either the employer or the employee can terminate at will the employment relationship. In other words, the employee could resign for any reason, at will, and the employer could similarly dismiss an employee for any reason, at will. .

termination at will

The employer should use a checklist to ensure (for instance) that dismissed employees return all keys and company property, and (often) that they’re accompanied out of the building.

security measures ...

Exit process

Exit interview

Termination interview.

Outplacement counseling

termination interview & exit process

termination interview...

Guidelines for the termination interview

Plan the Interview

Get to the Point

Describe the Situation

Listen

Review the compensatio/ payment plan

Identifythe Next step

The interviewin which an employee is informed of the fact that he or she has been dismissed

A formal process by which a ter- minated person is trained and counseled in the techniques of self-appraisal and securing a new position. .

Exit Interviews

Outplacement Counseling

Interviews with employees who are leaving the firm, conducted for obtaining information about the job or related matters, to give the employer insight about the company.

For the employee

The exit interview is one part of a rational exit process. The employer should have a checklist. ensure that the employee returns all keys and company equipment, that all computer and database password access is terminated, that proper communications are sent internally and externall. More employees have to quit with giving notice

Exit process

Closure

Layoff

Retrenchment

id act on closure, layoff and retrechment....

1. Effective appraisal system for identifying the right people to let go.2. Compliance with all relevant laws. 3. Just and fair execution of dismissals. 4. Ensuring security by retrieving keys and preventing unauthorized items from leaving. 5. Addressing remaining employees' concerns and reducing uncertainty through post-downsizing announcements and meetings with senior managers.

Downsizing

The process of reducing, usually dramatically, the number of pepole employed by a firm

adjusting to downsizings and mergers

Davenport, T. O., & Chamberlin, M. (2016). How to Manage Employee Terminations Effectively. Harvard Business Review, 94(6), 128-133. Campbell, J. P., & Smith, P. C. (2018). Employee Termination: Procedures, Justice, and Outcomes. Journal of Applied Psychology, 103(3), 411-428. Dessler, G.,& Varkkey, B. (2022). Human Resource Management, (16th edition), ISBN 9789353942205

reference

thank you!

PLAN THE INTERVIEW

• Make sure the employee keeps the appointmenttime.
• Have employee agreemen, the human resource file, and a release announcement prepared in advance.
• Have phone numbers ready for medicalor security emergencies

Examples of insubordination

• Direct disregard of the boss’s authority
• Direct disobedience of, or refusal to obey, the boss’s orders, particularly in front of others
• Deliberate defiance of clearly stated company policies, rules, regulations, and procedures
• Public criticism of the boss
• Disregard for the chain of command
• Participation in (or leadership of) an effort to undermine and remove the boss from power

Describe the situation. Briefly, in three or four sentences, explain why the person is being let go. For instance, “Production in your area is down 4%, and we are continuing to have quality problems. We have talked about these problems several times in the past 3 months, and the solutions are not being followed through on. We have to make a change.” Don’t personalize the situation as in, “Your production is just not up to par.” Emphasize the decision is irrevocable. State the effective date of the termination. Preserving the employee’s dignity is important. Point out that the situation was carefully reviewed, but do not provide a detailed analysis of the documents supporting the discharge.