Employment Life Cycle
Over the past seven weeks, we dove into each phase of the employment life cycle. From establishing the open position to separation and everything in between.
Building the most successful team does require hiring but it also requires so much more. Thank you for tuning in each week to build up your skills in establishing the strongest team for your company. By understanding each phase of the employment life cycle is a gift that keeps on giving.
Tip of the Week
The Art of Employee Termination: A Respectful Farewell
The final phase of the employment life cycle is termination, an inevitable aspect of employing your team. Separation from employment comes in many forms including, retirement, moving on to another opportunity, for cause, seasonal layoff, or returning to school. Whatever the reason for separation, be respectful in the process.
While it can be a difficult and emotionally charged process, it is essential for the overall health and success of a business. Terminating an employee properly is not only a legal requirement but also a crucial step in maintaining a positive workplace culture. The below lays out how to handle an involuntary separation.
Preparation is Key
Before initiating the termination process, it's crucial to be well-prepared and talk to your HR Consultant. Ensure that you have all the necessary documentation, such as a termination checklist and final paychecks. If you are feeling unsure about the process, ask the HR Consultant to roleplay the scenario with you and be present in the meeting.
Choose the Right Time and Place
Selecting an appropriate time and location for the termination meeting is essential. Ensure privacy and minimize distractions to create a comfortable environment. The day of the week matters if you want to limit your business risk.
Use Empathetic Language
During the termination conversation, it's vital to use clear, empathetic, and non-confrontational language. Start by expressing your gratitude for the employee's contributions and acknowledge their efforts. Explain the reasons for the termination in a straightforward but compassionate manner, focusing on the reason for termination.
Provide a Listening Ear
Allow the terminated employee to express their feelings and concerns. Listen actively and respectfully to their responses. They may have questions or need clarification, and providing honest answers can help them understand the situation better.
Address Practical Matters
Discuss logistical matters, such as returning company property, like laptops, vehicles, uniforms, and cellphones. Also, think about security measures. What access does this employee have to your systems, vendors, staff, classified documents, passwords, etc. Be prepared to lock access down immediately following termination.
Throughout the termination process, maintain professionalism and respect. Avoid blame, anger, or emotional outbursts. Your goal is to end the employment relationship as smoothly as possible while preserving the individual's dignity.
Inform the Team
After the termination, inform the remaining team members about the change in a professional and neutral manner. Ensure that they understand any new responsibilities or changes in workflow resulting from the termination.
Document the Termination
After the termination meeting, document the conversation, including the date, time, location, attendees, and a summary of what was discussed - this is likely documented on your separation checklist. This documentation can be invaluable in case of legal disputes or future reference.
Terminating an employee can be an intimidating and daunting task. However, it is important to maintain composure and stick to the facts. For assistance with the separation process (like a separation checklist) with your next employee, contact Full Circle HR, today!
The Compliance Corner
NEW Employee Handbook Requirement
On August 2nd the National Labor Relations Board (NLRB) made a decision that impacts employers covered by the National Labor Relations Act (NLRA), which is most private employers regardless of their union or non-union status. Under the new standard, if an employee can reasonably interpret the work rule to be coercive, then the rule could be infringing on the employee's rights under the NLRA.
This is what you need to know...
Policies that need to be reviewed or rewritten to be aligned with the latest ruling are -Rules prohibiting insubordination. -Restricting employee use of social media. -Restricting meetings with co-workers or circulating petitions. -Restricting criticism of the company's management, products, or services. -Ensure you outline rules for safety complaints (employers with more than 15 employees should outline this in their safety manual as well). -Limiting comments to the media or government agencies. -Restricting the use of company communication resources, such as email. -Rules against limiting the recording of meetings or the use of smartphones. If any of the above items are outlined in your employee handbook and can be perceived as coercive, you will need to revise your employee handbook to meet the new rule.
Contact me today to review your employee handbook for any of these areas that may interfere with the NLRA's new rule. Together we can determine if we need to seek legal counsel on appropriate language as it meets your business need and the NLRB requirements.
"To win the marketplace you must first win the workplace." Doug Conant, CEO of Campbell's Soup
Don't miss the last webinar on 9/19!
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Building Your Network Using LinkedIn, Tues., Sept. 19, will review how to use LinkedIn as a platform for professional networking, business development and knowledge sharing. Click here for more details and to register..
Contact Jennifer Landon, ABC NH/VT V.P. of Education and Workforce Development, for more information.
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