University of Kwazulu-Natal

Termination With Tact Navigating The Dos And Don Ts

Bonisiwe Shabane
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termination with tact navigating the dos and don ts

There’s no easy way to fire someone. Even when the decision is justified, the conversation can be uncomfortable, emotional, and deeply personal. Most managers dread it, not just because they’re unsure what to say, but because they understand what’s at stake. A poorly handled termination doesn’t just affect the person being let go. It can shake the confidence of the entire team, damage trust, and raise questions about how the company treats its people. Ethical termination practices help protect more than just legal interests.

They reflect the organization's character, leadership, and values in moments when those things matter most. “The key to effective, human firing is to focus on how you treat people during the process.” — Joel Peterson, former Chairman of JetBlue Terminating an employee is more than a business decision; it's a human one. How it's handled can have a ripple effect across the organization, influencing morale, trust, and even long-term retention. When termination is conducted with clarity and respect, it sends a message that people are valued, even in difficult moments. It reinforces accountability while maintaining dignity.

And it shows that leadership is willing to do the hard things the right way. One of the unpleasant realities of being a manager is that occasionally, an employee doesn't work out or business needs dictate a reduction in payroll costs. Letting an employee go is never easy, especially when you consider that what you're about to do will have a long-lasting impact on someone and perhaps their family. Approaching the situation with the employee in mind, rather than your own feelings, will minimize the damage that can occur because of an employee termination. Here are six tips to help you manage this difficult situation. Companies should keep their employees in the loop regarding what's going on financially to prevent people from purchasing a new car or house they can't easily get out of.

I understand that you may be hesitant about sharing all your financials, but a simple email or meeting explaining that you're not hitting your targets or that you expect this dip in your earnings... Terminating an employee is never easy. It’s a sensitive process that employers must handle with empathy and adhering to strict legal guidelines. One misstep can have negative legal ramifications, damage your company’s reputation, and create a hostile work environment. This blog post aims to demystify the termination process, providing you with essential “do’s” and “don’ts” to ensure you stay compliant and minimize potential risks. There are two types of employee terminations:

Voluntary terminations are by far the easiest to deal with. Employees initiate the process and resign. Simple as that. These types of terminations can be invaluable, as exit interviews allow the company representatives to have a candid conversation and gather information to improve the organization. Involuntary terminations, on the other hand, are more delicate and must be handled discreetly for two reasons: When terminating an employee, things can be rather touchy, and there is room for mistakes.

The entire process involves legal and personal complexities that can impact your business, but understanding the playing field can help safeguard everyone involved. Luckily, there are other ways you can come to understand these guidelines just as well without going through courses such as the Master of Laws (Business Law) online. This article will describe what you should and shouldn’t do as an employer during a termination. Firstly, some important legal and ethical considerations exist when terminating an employee. While some policies may be stricter than others, it’s always good practice to treat everyone fairly to avoid any legal troubles. Make sure that employees understand their job responsibilities and performance standards from the get-go.

Feedback also ensures that you avoid surprises when termination occurs. It is also essential to be clear and constantly update job descriptions to have something specific in writing to reference. If you’re up for the extra effort, you can also keep records of the employee’s work history. Maintaining records of any performance issues, disciplinary actions or other incidents that are leading up to the termination is critical. These records serve as evidence in case of any disputes while also providing an accurate account of events leading to the outcome. Just ensure that you keep all details in a clear format that also includes the dates, times and names of individuals involved in the incidents.

It is crucial for employers to have defined processes in place for handling employee terminations as outlined in their policies and procedures. If you can follow these guidelines as per company policy, it means you’re going to be consistent and fair throughout the process. It will help reduce stress on your behalf, knowing that you’re following the best laid-out plans and employees won’t be up for any nasty surprises. Before terminating an employee, a manager must carefully prepare to prevent misunderstandings and accusations of illegality. Handling the actual firing session must be done with care. How you treat the person could determine if he or she feels wronged enough to file a lawsuit — even if it has no merit.

Preparing for a termination session should include these common-sense do’s: It’s stressful having to let an employee go. But keep in mind that it is your right to fire underperforming or policy-violating workers as long as you have: Knowing you are “in the right” will make the task easier. As the HR Solutions Manager of ComplyRight, Jaime brings her multi-product management experience to forward-thinking HR processes and solutions. Her career in HR began in 2007 as an HR manager at a small marketing firm.

Extremely passionate about HR, she is full of ideas to improve HR in small businesses. She is focused on developing next-generation products to replace traditional HR solutions, making HR management easier for employers. FUN FACT: Jaime enjoys shopping for shoes and handbags, but she is also highly competitive against her friends in their fantasy football league. Employee termination is a challenging and often uncomfortable aspect of managing a business. It’s crucial, however, to navigate this process carefully and adhere to the law to avoid potential legal issues and protect your organization’s reputation. In this blog post, Matthew Miklave of the Law Office of Matthew T.

Miklave explores the dos and don’ts of employee termination, highlighting key steps and potential pitfalls to help you make informed decisions while staying compliant with employment laws. Before initiating any termination process, review your company’s employee handbook and established policies. Ensure that you follow any guidelines or procedures outlined for terminations. Consistency in applying your policies can help you avoid discrimination or unfair treatment claims. Maintain thorough and accurate records of an employee’s performance issues, including written warnings, performance improvement plans (PIPs), and any relevant communication. This documentation can justify the termination decision and protect your company against wrongful termination claims.

When delivering the news of termination, do so in a private and respectful manner. Be clear about the reasons for the termination, and provide any necessary information regarding final paychecks, benefits, and the return of company property. Avoid confrontational or aggressive language during the termination conversation.

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