Talent Management
Make a clean break from evasive poor performers
Q: I planned to terminate a worker two days ago, but he keeps missing work. What are my options for terminating this worker?
A: It is customary for employers to terminate workers in person; it is not, however, mandatory that employers do so. The practice of terminating workers in person is based on employers' desires not only to treat workers with respect but also to be available to terminated workers to answer questions about pay, benefits and unemployment compensation.
On occasion, though, an employee may become unable or unwilling to come to the worksite to attend a termination meeting. In those situations, the employer is not required to delay termination indefinitely.
While news reports record instances of termination via e-mail and even via text message or instant message, in most situations employers are capable of finding more personal and compassionate approaches. For example, a manager or HR professional may be able to reach the individual by phone and inform the worker of the termination, possibly followed by a letter documenting it.
If the employee is not available by phone, the employer may need to resort to sending a letter, possibly using some form of proof of delivery. Often, if the employer is able to get a message to an employee stating that a paycheck will be delivered, this will ensure that the worker accepts a delivery including both a termination letter and final paycheck.
Only in the most extreme circumstances should an employer resort to e-mail, text message or instant messaging to carry out a termination. While these methods may be convenient for the employer, they are impersonal, lack professionalism and can generate an atmosphere of poor employee relations.
Discharged employees often maintain relationships with employees who remain with the employer, and so an employer should take precautions to protect its reputation and good will among remaining employees when carrying out terminations.
Article by Deb Levine, SPHR is an information specialist in SHRM's Information Center from http://www.shrm.org/kc/solutions/articles/archives/CMS_019828.asp#P-8_0