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Employee Dismissal

Facts about employee dismissal for employers

employee dismissal picture
Techniques of employee dismissal

 

Employee Dismissal . . . It’s A Hard Job But Someone Has To Do It!

Don't let a bad employee take advantage of you. Here's what you should know...

 

There are many reasons employee dismissal is necessary. Although an unpleasant task, business owners and Human Resource Managers can approach firing an employee in a well thought out way. This minimizes the entire workforce's negative feelings associated with a potentially bad situation.

Reasons For Employee Dismissal

Some of the reasons for employee dismissal are circumstantial.
For example, the workplace is forever changing as are the skills needed to stay competitive. Employees must constantly develop new areas of expertise to keep up with business and technological changes. Sometimes employees either cannot master the necessary skills or simply refuse to do so. That brings the business owner face-to-face with the need to remove those members of the workforce that cannot adjust.

Also in the past several decades, business downsizing has become more common. This is a method used by both large and small companies to stay competitive. Third world countries with low cost labor have made the business environment much tougher. Even Asian countries like Japan have learned that in today’s rising and falling global economy, the idea of "employment for life" has become financially impossible.

Finally in today's age, businesses use more automation to replace workers. Companies that rely on employees to carry out labor-intensive tasks cannot keep pace with their automated competitors. If these companies eventually fail to automate, they usually have to shut their doors. Unfortunately, automation means business owners must dismiss more employees.

Other reasons for employee dismissal are more distasteful. But these are a reality. All employers and Human Resource Managers will eventually have to deal with them.

Occasionally, the employee is simply not doing his or her job. And unfortunately this type of situation does not typically resolve itself. The manager or business owner must take immediate action or productivity goes down and other workers start to follow suit.

Other situations are less straightforward. Sometimes an employee becomes a liability the business cannot afford to support. Examples of this include a refusal to wear protective devices, repeatedly smoking in undesignated areas, or refusal to change behavior after repeated warnings. Under these scenarios, the manager eventually has to fire the employee.

The Method Used To Dismiss An Employee Matters

Although a manager can identify a case for dismissing a worker, the task of firing an employee is still difficult. How it is done affects the entire workforce and the overall business productivity. A poorly handled firing can have long-term effects for the business and its ability to keep good workers.

When the need for employee dismissal arises, it rarely surprises the employer or the employee. Consciously or unconsciously, the employee facing termination often resorts to offensive behavior. This is an attempt to make the firing more confrontational and therefore more difficult. An employee-employer stalemate of this kind can only make it worse and the manager must address the immediately.

In a nutshell, the employer must behave in a professional, unbiased manner. If the employer has followed all the legalities associated with employee relations, he or she has nothing to fear. Unless the dismissal is disciplinary in nature because of employee misconduct, there are successful ways of easing the separation anxiety of everyone involved. Severance packages and job relocation services may be a part of the termination interview. Tactful language and allowing the employee to leave the business with dignity in front of co-workers are important. These considerations help make the employee dismissal process less painful for everyone involved.


Employee dismissal and termination procedure. Step-by-step.

 

Giving Proper Reasons for Firing an Employee Help Avoid Legal Problems

Letting an employee go may be fraught with many problems and correlating legalities. Even “at will” employees who understand that they may lose their job at any time may have legal recourse if your reasons for firing an employee are invalid.

Therefore, it is well to review some of the reasons for firing an employee. Some of these include:

*Misbehavior or rudeness toward clients or customers
*Drunkenness or substance abuse on-the-job
*Theft of company property
*Frequent and unexplained absences from work
*Entering false information on records
*Gross insubordination
*Incompetence or failure to respond to training
*Fighting or other physical aggression

More reasons for firing...

 

The Basics of Terminating Employees

Terminating employees is one of the least desirable aspects of being a small business owner or Human Resources Manager. Nonetheless, it is a part of your job if you hold either position. Therefore, you must understand as much as possible when it comes to terminating employees to do it sensitively while avoiding legal troubles.

The Concerns of Terminating Employees

For many people, even the thought of terminating employees is undesirable. After all, once you have worked with someone for a time, you get to know him or her on a personal level. You may know that person’s hardships and struggles, and you may know their family. Just thinking of firing that person and placing an extra load on him or her can be bothersome, even if you know the employee should be fired.

Terminating employees continues...

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