Discipline, Suspension & Termination

Terminating is not anything to lose sleep over nor is it a rocket science if you guide wear thine your job. There ar galore(postnominal) reasons behind termination of an employee for example theft, gross insubordination, and severe economic difficulties. When an cheek lets some one go because of their execrable performance, they ply to avoid the berth as long as they can. When fin exclusivelyy they do talk to the individual after agonizing endlessly ultimately pull through the bad news. In the end even the memorial tablets vigilance feels guilty and angry and so is the employee all angry and confused.In my opinion, the cheek handled the situation in a very unprofessional manner. As even the wrong-doing president did not even b some other to comment on the subject field of Peter Oiler. The right procedure was to sit and discuss with the employee first, as he was an hard working individual who did his job thoroughly, only if it was due to his foul up after work for whi ch he was terminated. And this led to job insecurity among the other employees of the organization, because now they would think that if they can terminate san employee so easily, it might be their turn next.The organization did win in the court of law but they did lose in the court of public and employee opinion. But, then again the organization did stick to its decision of terminating the employee and they followed through it even though they had no take of the public or the employees. The organization should contract had a proper disciplinary policy, clearly stating the off tariff behaviour that can lead to termination, this would have definitely made their decision easier and also would have dish outed them in court.The employee should ever be given a second chance and if they still dont improve or dont change their expression then the organization has the right to terminate an employee. But all employees of the organization should be provided with a copy of the disciplin ary policy which includes the on job and off duty behaviour and if they act against it the organization definitely has all the right to terminate the employee. Not only should appropriate steps be taken during the course of termination, but before and after as well.Make trusted the employee is being terminated for the right reasons. The reasons for terminating an employee must al focuss be lawfully defensible one. For example if an employees job performance is sub-par or they have engaged in improper behavior, a termination decision would be legitimate. As long as the organization has documentation to support their decision, they are in the clear. Secondly, before discharging an employee make sure that the organization has fully authenticated their history of poor performance or conduct.This will help in defending legal claims easier. An organization should always consider the alternatives to termination. In some cases of course termination is necessary, but if work quality issu es, work relationships, or outside personal problems appear to be the source of an employees poor performance or misconduct considers alternatives such as reassignment or counseling. It is neer easy to decide what to do in matters which involve off duty conduct. There is no right or wrong answer for that.What HR can provide is fair policies that should be strictly followed. Although terminating an employee is an unpleasant task, not to mention tricky, following the few guidelines listed above will definitely help to simplify the process and defend the organization from any legal liability. move some extra effort and thought into the decision, as well as indoctrinating your managers with proper termination procedures, will go a long way in ensuring that the termination procedure goes efficiently.