This presentation ensures that you and those who assist with a termination, are professional throughout the entire process minding five key aspects.

1. HOW TO HANDLE TERMINATION OF
EMPLOYMENT

2. 5 KEY ASPECTS
Ensuring that you and those who assist with the termination, are
professional throughout the entire process minding these five
aspects of it

3. AVOID LEGAL PITFALLS AND VIOLATIONS
 Be aware of federal, state and local laws as to what constitutes wrongful
termination and seek legal counsel if possible.
 Was the Employee aware of the company’s rules, guidelines and expectation
before this point.
 Were proper verbal and written warnings provided?

4. BE HUMANE AND CONSIDERATE
 It is imperative that the discussion is performed behind closed doors and the
separation conducted as professionally and thoughtfully as possible.
 Be clear and firm and don’t drag it out.
 If the environment is right and there aren’t any legal conflicts, provide
feedback that may help the former employee for next opportunity.

5. COOLER HEADS PREVAIL
 There is always that chance that emotions can flair up during a termination.
 Keep a cool head during the entire process

6. LOOK TO ASSIST A TERMINATED EMPLOYEE WHEN
POSSIBLE
 If not a case of gross conduct, look to supply resources when possible
to help the individual find a better fit.
 Notify her/him of any resources available, transition or portability of
any benefits.

7. NOTIFY THE PROPER DEPARTMENTS AFTER A
TERMINATION
 Notify departments and workers that are affected by it are notified in a
timely manner and the news delivered responsibly and professionally.
 Reclaim any company property, access card and adjust or update system/s
and facilities access.
 Always check with your HR department and/or legal department to ensure
that all your business practices abide by the regulations provided by the
EEOC as well as all other state and federal labor laws.