Reference no: EM13786539
An employee should never be terminated from their duties on a spur of a moment or in the heat of anger. This is important since an employee should be given time to reflect and adjust to the decision made.
To maintain the reputation of the organization, the manager should conduct an independent review of the decision to ensure the termination is justified.
First makes sure only the facts are considered,
second ensure the decision to terminate follows the organization procedures and policies,
third make sure the termination is legal under all applicable laws, and last ensure the decision to fire the employee is consistent with the organization's handling of similar situations.
During termination, the manager needs to consider all legal requirements are complied with.
For example, if the affected employee is due commission or compensation, then he/she must be compensated immediately after termination.
The manager also needs to be frank with the reason for termination irrespective of the personal relationship between him and the employee. This means that the manager should not beat about the bush as this may give the employee false hope.However, the manager should directly explain the reason for termination and allow the necessary parties to be present such as a supervisor who will back the decision made.
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