Guidelines on Termination Letters
Termination Letters
A type of “bad news message” which informs an employee that he is going to be terminated from his current job or position because of a particular reason.
Reasons for Terminating an Employee:
· Poor performance of the employee
· Insubordination
· End of Project
· Financial Crisis in the Company
· Closure of Department or Division
Do’s
1. Warn the employee beforehand – Make sure that the employee was given a warning that he may be terminated because of : his bad performance; or the financial condition of the company that may lead to the termination or lay-offs of its employees; closure of the department, etc.
2. Explain clearly and completely the reason for the termination - Be sure to state clearly why he is being terminated. –For example, a) because of bad conduct. (Give the specific incident, its witnesses on the particular incident/s. b) financial problems (Tell them straight to the pint that the company is experiencing that problem). The words you use should be clear and understandable, not too broad like the words “difficult”, etc.
3. Make comments that will retain goodwill – Writer should not write harsh words
like “lazy”, just rephrase or use another better term for it. Remember that the employee should leave the relationship between the terminated employee and the firm as favorable as possible.
4. End with an encouraging note – Don’t dishearten the employee. Don’t state in
the letter that because of his bad performance for example, he will have a hard time getting a job.
5. Make suggestion in finding a job, if possible – Suggest companies where he can
apply for a job. This is also to encourage the reader of the letter.
Don’ts (Avoid)
1. Don’t mislead the reader – Don’t mislead the reader into thinking that the letter
The next problem is poor morale. Morale is the job satisfaction, outlook, and feelings of an employee. Right now, employees do not feel secure within the business and are rebelling against it. They do not have a positive outlook for the future of the business and feel betrayed because of all of the people getting let go. The employees right now have a poor morale due to all these factors.
Constructive discharge, or constructive dismissal, means that the employee resigned from their position as a result of the employer creating an intolerable and difficult environment. Constructive discharge is viewed as the employee being pressured to quit due to the employer making changes to the working conditions or responsibilities, but from a legal position, the employee quit due to forced termination, or fired without good cause. ("TimsLaw.com » Constructive Discharge - Being forced to quit - Tim 's Missouri Employment Law Info Site," n.d.)
Examples include rumination of an employee due to drug use and layoffs during times of downturn (Noe, Hollenbeck, Gerhart, & Wright, 2014, p. 305). Voluntary turnover is turnover initiated by the employee, often when the organization would prefer to keep them (Noe, Hollenbeck, Gerhart, & Wright, 2014, p. 305). Examples of these are employee retirement, or when an employee takes a job at a different organization. Both turnovers are costly to the organizations, training new hires takes time and money and replacing those works is expensive. Employees that left because of extreme job dissatisfaction can deliver bad publicity and shine an unfavorable light towards the organization in which the employee
punishable by removal, or, if the agency refuses to remove the employee, by forfeiture by the affected state or locality of
The final step in the progressive disciplinary is termination of employment from the company. If there has been no improvement, the company will cease the person 's employent. This action will be taken after discussions with upper management, payroll and human
This is where the employer might implement actions on the employee for not carrying out their work to the highest of standards, they might dock their pay or take disciplinary action. (Redmond 2014).
to do one job and not to make decisions that management should be making. In
relationship at a job where the employer holds certain rights and has the right to fire the employee whenever.
Be honest as possible. If the employee is on the verge of being fired, let them know. This might wake them up to the reality of their actions. If you feel a certain way about someone don’t try to be the bigger/better person and stay quiet. Be honest and say “Hey, I think you can do better.” Or whatever is on your
The employee should usually seek less harmful ways to resolve the issue first. Employees should usually alert management and executives of wrongdoing before making the wrongdoing known to the public. Management or executives should usually be given a chance to rectify
against hiring him. The seventh reciever of a letter gives him a job in a
Manager, that it would be fair; that it would be a comment on his behavior and not on his
Incapacity (if an employee cannot perform duties properly owing to illness, ill health or inability)
Employees have options available to them for dealing with a toxic employer, such as formal complaints, legal action or by ending their employment with the company. Employees can go to their human resources department where they work and confide in...