SPC Training Development Appraisals and Managing Careers Employee Termination Essay

Terminating an employee is often one of the most stressful, and in some cases, fearful decisions managers are required to take. After you read and understand the four bases (reasons) for terminating an employee (– there are four bases for dismissal: unsatisfactory performance, misconduct, lack of qualifications for the job, and changed requirements of (or elimination of)) the job you are to develop a short scenario as to why you have chosen an employee to be terminated. Following the scenario you are to prepare a step-by-step process for meeting with the employee being terminated. The process should be direct, without too much information that will cause a potential argument, but with enough information that provides background and future steps (last day of work, summary of benefits, if any, and expectations regarding employee behavior if the employee is returning to their work area until the actual termination date, rarely if ever the termination is due to insubordination). It should be assumed that you will have a fellow supervisor/manager or an HR professional in the termination discussion (terminations should never be done alone to avoid misunderstandings).

INCLUDE, USING APA FORMAT, THE REFERENCE MATERIAL USED FOR THE RESEARCH. ANY POST THAT DOES NOT INCLUDE A REFERENCE WILL NOT RECEIVE CREDIT.

ALL POSTINGS MUST INCLUDE THE REFERENCE MATERIAL USED FOR THE RESEARCH. ANY POST THAT DOES NOT INCLUDE A REFERENCE WILL NOT RECEIVE CREDIT.

Deliverables: 15 total points

Your own post (8 points): Due by Thursday 11:30 PM

• 250 words
• Meaningful, applicable content
• Due 11:30 pm, Thursday

Peer responses (4 points): Due by Sunday 11:30 PM

• 2 responses – 150 words each Please address the student you reply to by name to help with the flow of the conversation.
• Meaningful content
• Due 11:30 pm, Sunday

Sources (3 points).

• Each posting, your own as well as responses to other students’ postings, must include a minimum of one reference. Any post that does not include a reference will not receive credit.

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Discussion responses:

#1

According to Dessler, misconduct is deliberate violation on the employer’s rules (2016, p. 324). Misconduct can include stealing and insubordination, which both can lead to termination of employment.

Scenario- An employee of Valley Coast Academy, Jay Turner, is caught embezzling $3,500 from a fundraiser through an annual audit. Jay was brought in for questioning, where he denied all claims of embezzlement. He was made aware that the auditors would be investigating to find out where the missing money went, and he would be put on paid leave until the investigation is complete. After the camera caught him slipping checks into his brief case and deposits made into his personal account adding up to $3,500, we were able to call Jay back in, provide him with evidence from the investigation and termination of employment from the Academy.

Termination Meeting- Jay was brought into a conference room in the Academy. An HR representative and the manager were both in the room. Once Jay sat down and got comfortable, the manager began the meeting by explaining to Jay that the auditor’s investigation came back, and video evidence showed Jay pocketing checks from the Dunkin Donut fundraiser. There have also been transactions made on Jay’s bank account matching the missing monies exact. The manager would ask Jay if he would like to see the video and statements. If he says yes, they proceed to show him. After the evidence is shown to Jay, the manager would give Jay a chance to speak. After he is finished, the manager would tell Jay that he is being fully let go of his duties and affiliation with the academy, effective immediately.

Theft is one of the few occasions where immediate termination is appropriate. Because there was no employee contract, termination at will was acceptable. Also, when the employee signed their contract, it was clearly stated that they employee can be let go at any time. This can avoid wrongful discharge suits filed by the employee.

#2

Firing an employee is one of the most difficult human resources challenges of business.it is important to deal with the specific problem the employee is creating. Human resources need to handle the firing in as fair a manner as possible to reduce the risk of legal repercussions. This requires setting up a formal termination process in advance, and carefully documenting every step as you implement the process. Employees can be terminated due to economic reasons causing a layoff or due to firing for a cause.

The first step in terminating an employee due to a cause is to develop an employee review process by advising the employee that his or her behavior or performance does not conform to standards and expectations.

• The employee can make specific changes. The process may include additional training or counseling. If the employee fails to improve and will be terminated, documentation should be ready.
• Break the bad news. State the reason for the termination in one or two short sentences and then tell the person directly that he or she has been terminated. Be direct and to the point.
• Listen to what the employee has to say. Listening to what the employee says will tell you which of the reactions he is experiencing
• Cover everything essential. Be specific about what will happen next: pay, benefits, unused vacation time, references and outplacement,
• Pleasantly end the termination. Go to the exit together, shake hands, wish her well, and part with both of your dignities intact.