Terminations can be tough on everyone . . . the boss, the terminated employee, and remaining staff members. This issue provides tips on how to minimize the stress and risk that come with terminating an employee.

Ann Clifford

Dos and Don'ts
Can you delay the payment of a terminated employee’s final paycheck until that individual returns company property such as a laptop or company vehicle?

(Answer provided at the end of the newsletter.)

You’re Fired! Breaking the News
Terminating an employee can be a risky situation. Here are guidelines that may minimize your company’s risk and ensure that the process runs smoothly.

Plan for privacy: Take precautions to avoid interruptions. Plan how the employee will gather their personal belongings and leave the office. It may be wise to have another manager present at the time of termination.

Prepare and practice: Keep comments direct and brief. Ensure that you avoid discriminatory or other damaging statements. Practice what you are going to say.

Avoid arguments: If an employee argues or challenges your decision, do not justify your decision. Stick to your brief original comments.

Inform others: Inform staff with a simple non-blaming statement such as, “He has left the company and is pursuing other interests.” Prepare employees on how to answer questions from customers and suppliers.

Document, Document, Document!
Documenting an employee’s performance is important for many reasons, but it becomes vital when terminating his or her employment. Proper documentation can help resolve discrimination or other wrongful termination lawsuits. Below are a few documents to include in an employee’s file that may help protect you in the future.

Pre-employment information: Keep resumes and other application information such as interview notes.

Disciplinary actions: Make note of verbal warnings in the employee’s personnel file. Include copies of any written memos or warnings. Include dates and specific details of each incident. Create a plan of action for the employee’s improvement. Communicate clear and direct consequences if poor performance continues.

Performance reviews: Formal documentation of reviews can help show a pattern of behavior as well as the employer’s attempt to improve the situation.

Employee signature: An employee's signature on disciplinary actions and reviews proves they are aware of the situation.

Safari Tip
If firing an employee would leave your company in a bind due to the critical nature of the position, consider recruiting on a confidential basis for a replacement before terminating the poor performer.

Safari Success Story
CardioSom, a national healthcare company, needed to hire two Respiratory Therapists to open their Sarasota, Florida respiratory care center. Safari Solutions successfully managed this hiring process for CardioSom, and has since been selected to manage hiring initiatives for CardioSom’s national expansion to fifteen new locations.

Did You Know
Safari Solutions was recently featured in the Small Business section of the Indianapolis Business Journal.

Click the following link to read the full article.

Safari Solutions IBJ Article

Safari Quiz
On average, how long does it take for an unemployed person to find employment?

A. 9 weeks
B. 13 weeks
C. 6 weeks


Click Here for the Answer.

Answer to Today's Dos and Don'ts
“Can you delay the payment of a terminated employee’s final paycheck until that individual returns company property such as a laptop or company vehicle?”

No, the terminated employee (voluntary or involuntary) is entitled to his/her last paycheck on the regular scheduled pay date. Delaying payment or deducting the value of unreturned company property is a violation of Indiana State Law. Employers should attempt to secure all company property from terminated employees before they leave the premises on their last day of employment.

(Source: Source: Michelle L. Cooper, Employment Law Attorney at DeFur-Voran)

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