Involving a Human Resource professional in terminations should be an absolute. Why…because too many things can go wrong…and some of them can be quite expensive. Here are just a few of them…
- There is no clearly documented reason for the termination. Everyone in your organization may know there’s a problem, but if it is not clearly documented the courts will always believe the employee. If the employee is a member of a protected class and/ or recently requested leave, made a complaint or claim, this termination could be even more costly.
- There is no investigation. When there is no investigation, the termination may be perceived as unfair. The employee may have had a reasonable explanation for their behavior, but you will not know if you do not investigate.
- There is no documentation that the employee knew he/she broke a rule. If you have no signed acknowledgement of a rule by an employee, terminating may appear unfair.
- Failure to follow your progressive discipline policy. Juries prefer to see your gave an employee a fair chance to improve or correct the unacceptable behavior. Actions are also often made too quickly in anger, without considering if all the necessary steps have been taken. You need to be sure the punishment is appropriate for the violation and consistent with how similar infractions have been treated.
- To be sure terminations are executed in person, privately, honestly, within any contractual obligations and without emotion.
In the world we live in today, it is better not to take risks…especially those that could be so easily avoided.
Some interesting statistics…
42% of American companies that have eliminated or delayed salary raises in the past year. -2011 Aflac Workforce Report
$67 Billion= Value of the vacation days that American workers were entitled to but did not take in 2010. –Expedia.com 2010 Survey
4.4= Number of years the average U.S. employee has worked for his or her current employer in 2010, up from 3.5 years in 2010. –U.S. Bureau of Labor Statistics
67% Share of employees who say they learn more about their responsibilities from co-workers than from managers. –Leadership IQ
On April 19th, 2012 Alternative HR will be presenting an informative session on hiring and employment law basics every business Owner and/ or Manager should know. The presentation will take place in at the Summit Grove Camp in New Freedom. Cost is $20 and all proceeds benefit the camp. The agenda includes…
Continental Breakfast & Networking Opportunity
What you need to do before you hire…job analysis, job descriptions, recruiting methods and plans, why resumes and applications are so important, behavioral interviews, legal interview questions
Hiring Best Practices…Pre-hire testing, cultural fit, company handbooks, orientations/ on-boarding, measuring recruiting methods
Legal considerations…Fair Labor Standards Act, Equal Employment Opportunity, Americans with Disabilities Act, I-9 completion and retention, PA Right to Know Law, OSHA requirements, mandatory poster requirements, PA New Hire Reporting Form, recommended policies and procedures for every workplace
Call Kellie or the Camp today to register…seating is limited! 717-855-5589