Tips To Terminate And Recover From A Problem Employee
Some relationships just do not work out. This statement includes employment relationships. If the situation is becoming clear that you have an unsuitable employee on payroll, here are some tips to make the break-up easier.
First, start the assessment early. All employees, even good ones, should be assessed regularly for strengths, weaknesses and areas of potential improvement.
Communicate the area(s) of weakness to the employee. Be clear about what specifically the problem is and what steps are to be taken to improve. Document each specific occurrence of a problem so that the employee can be properly informed. Also document meetings with the employee so you have a record of attempts to improve the situation.
Clearly communicate what must occur for the issue(s) to be resolved and what timeframe improvement the improvement must occur in. Diarize and follow up on improvement or lack thereof. Do not let time slip by while the situation continues.
Once the decision has been made to terminate the employee, do it promptly. Tell the employee that it is time to part ways. Do not say much else. This is not the time for a lengthy, emotional conversation. Do not engage in a final fight.
It is a good idea to create an internal company employee departure checklist to ensure that all matters are dealt with. The following are topics to include:
Employee name:
Departure date:
Supervisor name:
Securing Computers and Network
User ID deleted or disabled on:
Remove employee network rights from network groups and list groups
Personal files in employer's network folder, copied to network folder (name of folder) on (date)
Back-up archived to (name of folder0 on (date)
Deleted on (date)
Personal files in employer's laptop, copied to network folder (name of folder) on (date)
Back-up archived to (name of folder0 on (date)
Deleted on (date)
Disable/Delete windows login account on computer and laptop
Passwords - change administrator password on all applications and accounts that employee may have (provide list to ensure completeness)
Include passwords for computers of employees under departee's supervision or direction.
Obtain any special passwords unique to the employee such as accounting or protected files.
Change alarm codes.
Email - disable or delete email and remote access
Forward email account to (specific person)
Forward personal email account to (specific person) and advise employee when forwarding service will cease
Phone - delete or disable forward voice mail
Delete voice mail account in directory
Change voicemail password
Update advertisements and website
List Updates - update staff and department lists
Remove employee from letterhead
Company Property
Seek return of property in writing including: laptop, cellphone, PPA, pager, security pass, office keys, desk file cabinet or file room keys, credit cards, calling cards, parking passes, personnel manuals, client lists, petty cash advances and anything else the employee may have.
Notify payroll, and cancel benefits. Also notify bank if the employee has signing authority. Its also a good idea to notify key clients and customers.
Give the employee his or her Record of Employment, a termination letter and any personal property from his/her desk or office.
Complete exit interview and notify internal staff.
The completion of a checklist prevents tasks from not being done. Best wishes.
The content and the opinions expressed here is informational purposes only and does not constitute legal or professional advice. Nor does reading or commenting on it create a lawyer/client relationship with the author. I encourage you to contact me directly at adrianlawoffice@gmail.com if you have specific legal questions or concerns.
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