Downloaded 654 times
Uploaded byLaura Lee
Termination process and procedures - Power Point
This document discusses various types of employee termination. It covers involuntary termination such as being fired or laid off. It also discusses voluntary termination like quitting or retiring. The document outlines federal laws requiring timely final paychecks. It provides an overview of developing a termination policy and addresses terminating employees with or without cause. Reasons for proper termination procedures are given around compliance, record keeping, and benefit information. The document discusses determining reasonable notice periods for terminations without cause based on employee attributes. It also identifies appropriate situations to use the termination process and releasing job records.
More Related Content
Similar to Termination process and procedures - Power Point
Termination process and procedures - Power Point
- 1. Created by LauraMcFarland January 2014 Termination Human Resources Management 1 Insights
- 2. Topics 2 Created by LauraMcFarland January 2014 Types of Termination Types of Termination – continues Termination Policy overview Why do a Termination Termination with Cause Termination without Cause Termination without Cause –continues When to do a Termination Releasing Job Records
- 3. 3 Created by LauraMcFarland January 2014 Types of Terminations:
- 4. 4 Created by LauraMcFarland January 2014 Types of Terminations: Examples: Involuntary Termination Voluntary Termination Fired Quit Laid Off Retired Job Elimination
- 5. 5 Created by LauraMcFarland January 2014 Termination Policy Overview Termination Policy Overview Federal Law requires employers to provide a final paycheck, including all pay due, within 6 days for: Employees who quit without notice period Employees who resign without notice period Federal Law requires employers to provide a final paycheck, including all pay due, within 48 days for: Employees who involuntary are terminated Employees who are laid off due to business hardship
- 6. 6 Created by LauraMcFarland January 2014 Why proper Termination helps : Timely administration of a termination ensures: Compliance with federal and provincial laws which requires furnishing a final check Correct reporting of headcount on government filings Accurate records of employee standard work hours , which is especially important for paternity leave employees who may have work hour restrictions Prevention of overpayments to employees who are no longer working for CTR Ventures Ltd. Timely provision of benefits enrollment information to employees moving from a contingent position to a benefits-eligible position
- 7. 7 Created by LauraMcFarland January 2014 Termination With Cause Employer can terminate employment for cause, where employee’s conduct is inconsistent with the continuation of the employment relationship. Can only happen when the employee is guilty of repeated and very serious misconduct. Employer has an obligation to take other lesser forms of discipline before resorting to termination. One incident of misconduct is almost never enough. If employer establishes cause, no requirement to pay severance. In reality, very difficult to establish cause, and employer may be liable for damages for bad faith.
- 8. 8 Created by LauraMcFarland January 2014 Termination Without Cause Can happen at any time, for any reason Performance is irrelevant Seniority is irrelevant No termination as a result of a discriminatory ground (for example, no termination without cause because employee was absent due to an illness) Employer must provide reasonable notice or pay in lieu thereof Starting point: employment contract No contract: probably good news for employee Must determine what reasonable notice is for each employee
- 9. 9 Created by LauraMcFarland January 2014 Termination Without Cause (contd.) Notice is based on employee's age, length of employment, nature of position Was employee induced to leave secure employment? Notice goes up. Employer may decide to give working notice If no working notice, must be put in the same financial position as if given working notice. Payment can be made as lump sum or as salary continuation. Package must include everything: salary, bonus, commissions, benefits, stock options, vacation pay. Important: employee has duty to mitigate
- 10. 10 Created by LauraMcFarland January 2014 When to Do a Termination The termination process is used for: All employees separating from on-going or fixed-term employment Intern or Practicum students hourly workers who have ended employment Layoffs Retirements Employees moving from one Employment to alternative Employment(final check needed for vacation payout)
- 11. 11 Created by LauraMcFarland January 2014 Releasing the Job Record If you are unable to determine whom to contact in the previous department to get a job record released, Include: Name of Employee, Effective Date of Hire (release of job record must be on or prior to the Effective Date of the Hire)
- 12. 12 Created by LauraMcFarland January 2014 Thank you for participating