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The Ten Commandments of Termination is a blueprint for how to separate underperformers fairly, legally, and in good conscience. Additional Article Information: =============================== 752 Words; formatted to 65 Characters per Line Distribution Date and Time: 2008-07-22 11:36:00 Written By: Lois P. Frankel, Ph.D. Copyright: 2008 Contact Email: mailto:[EMAIL PROTECTED] Lois P. Frankel, Ph.D.'s Picture URL: http://corporatecoachingintl.com/index.html For more free-reprint articles by Lois P. Frankel, Ph.D., please visit: http://www.thePhantomWriters.com/recent/author/lois-p_-frankel,-ph_d_.html ============================================= Special Notice For Publishers and Webmasters: ============================================= If you use this article on your website or in your ezine, We Want To Know About It. Use the following URL to let us know where you have used this article, and we will include a link to your website on thePhantomWriters.com: http://thephantomwriters.com/notify.php?id=6185&p=load HTML Copy-and-Paste and TEXT Copy-and-Paste Versions Of Article Are Available at: http://thePhantomWriters.com/free_content/db/f/ten-commandments-of-termination.shtml#get_code --------------------------------------------------------------------- The Ten Commandments of Termination Copyright (c) 2008 Lois P. Frankel, Ph.D. Corporate Coaching http://www.corporatecoachingintl.com Tired of hearing managers and supervisors complain that their HR department will never let them fire anyone? Having spent nearly three decades working in the employment field, ten of those inside a Fortune 10 corporation, I know thats simply not true. What is true is that HR wants to be able to show that managers have taken the appropriate steps to coach and provide corrective action before firing anyone. In other words, limiting unwarranted liability resultant from a termination is critical. Follow these ten commandments of termination to fairly, lawfully, and in good conscience release underperformers: 1. Thou shalt coach before firing. Except where there has been an egregious infraction of company policy (theft, firearms in the workplace, or threat to the safety of others) when termination is immediate, you should spend time helping the employee to understand where his or her performance is lacking and what steps can be taken to bring it up to company expectations. This ensures the employee wont be surprised if a termination ultimately ensues. 2. Thou shalt document everything. Performance reviews, e-mails related to coaching sessions or agreed upon goals, written warnings, and even your own notes may be needed to support the decision to terminate. Should a lawsuit result, documentation will also help to protect you and the company. Just remember, even if the notes are not in the employees personnel file they are still discoverable in court so keep them factual and objective. 3. Thou shalt not lay-off poor performers. In some situations, if you lay-off an employee there is the reasonable expectation that he or she is eligible for re-hire. When terminating for cause, call it what it is. If youve done due diligence around coaching and progressive discipline it shouldnt come as a surprise. 4. Thou shalt follow company precedent and termination policies. Companies have been found liable for wrongful termination where they failed to follow their own policies around discipline and discharge. To protect yourself and your company from unwarranted liability be sure you are treating this person the same as you have treated others who were similarly situated. If youre not sure, consult with your corporate or outside labor counsel. 5. Thou shalt not fire in anger. Its better to send the employee home with pay and let him or her know you will be investigating the situation than to fire on the spot. This gives you time to review past policy, precedent, and gather facts. 6. Thou shalt not fire on Friday. When an employee is fired on a Friday this leaves the entire week-end for him or her to stew over the situation and plan revenge - legally or with more aggression. Firing on a week-day enables you to direct his or her energies toward beginning an immediate job search. 7. Thou shalt allow the employee to leave with dignity. Terminations should be done in private, in a neutral location (not your office or the employees office), and be witnessed by one other member of the management team. Arrange for the employee to clear out his or desk before or after hours with a member of management present. If it is financially feasible, the employee should be provided with a separation compensation package that takes into account his or her years of service with the company. 8. Thou shalt provide the employee with resources. The sooner the terminated employee finds a job the better it is for the company. If possible provide outplacement services, a career counselor or help with resume preparation and job search. 9. Thou shalt not provide a written letter of reference. These often become smoking guns in lawsuits (if I was so bad, why did he say these nice things about me?). Instead, assure the terminated employee that you will provide a neutral reference that includes his or her job title and dates of service. Make this a company policy so that everyone who leaves the company - on any terms - is given the exact same kind of neutral reference. 10. Announce thy decision. Rather than let the rumor mill run rampant let the people impacted by the termination know that Joe or Jane is no longer with the company. Tell them you are not at liberty to discuss the facts, but that this person was treated fairly, his or her departure was not a surprise, and that anyone who leaves the company will also be treated fairly and with respect. This puts the rumors to rest without bad-mouthing the terminated employee. (749) --------------------------------------------------------------------- To receive free monthly coaching tips like this one contact Dr. Frankel at [EMAIL PROTECTED] or visit her website, http://www.corporatecoachingintl.com --- END ARTICLE --- Get HTML or TEXT Copy-and-Paste Versions Of This Article at: http://thePhantomWriters.com/free_content/db/f/ten-commandments-of-termination.shtml#get_code ..................................... 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