Saying Goodbye

When employees are unable or unwilling to meet your performance standards, or when business needs change, it could be time to terminate the employment relationship. While this is usually not pleasant, it can be done in a professional, rational, and caring manner. How you handle terminations says a lot about your business principles and values, and can impact recruitment, retention, employee relations, and your reputation and “brand” in the community.

In addition to the business reasons for effective termination practices, there are legal risks to consider when terminating employment. While “at-will employment” applies in most cases, allowing employee or employer to terminate the relationship, at any time, and for any reason or no reason, involuntary terminations are subject to challenge and potential discrimination or retaliation claims. In fact, more claims arise out of termination than any other employment action. Liability factors include company policies, handbook and contract language, past practices, performance documentation, and protected class status of employee.

However, the need to proceed carefully is not an excuse to procrastinate. We can provide advice and step by step guidelines that include policy and practice considerations, documentation review, facts and risk analysis, and confidentiality issues. We can also help you plan the meeting - time, location, participants, paper work, and “script.” Following our approach will minimize liability, ill will, and damage to company reputation.

If you are considering outsourcing all or part of your human resource processes, contact an advisor at 541.389.2141 or 800.541.5937. We would be happy to provide you a free consultation.

We also offer on-going support agreements to our clients. For more information, check out our Support Agreement page.