Certificate In Employee Termination Processes Online Course

Module One: Getting Started

• Housekeeping Items
• The Parking Lot

Module Two: Placing an Employee on a Performance Improvement Plan (PIP) Before Firing

• Justification
• Validate
• Include
• Be Grateful

Module Three: Employees Who Should Be Terminated I

• Feeling of Entitlement
• Cannot Perform Job Functions
• Can’t Function with Other Employees
• They Overpromise and Under Deliver

Module Four: Employees Who Should Be Terminated II

• Blatant Disregard for Customers
• They Are Unreliable
• Don’t Adhere to Code of Conduct
• Use Company Property for Personal Use

Module Five: Things to Consider When Setting Up the Termination Meeting

• Meeting Attendees
• Venue of the Meeting
• Security Presence
• Logistics

Module Six: The Correct Way to Fire an Employee I

• Use Positive Language
• Review Past Feedback
• Concentrate on Specific Behavior
• Fire Early in the Week

Module Seven: The Correct Way to Fire an Employee II

• Keep it Short
• Have Employee Sign Release
• Transfer Terminated Employee’s Functions
• Avoid Fighting Unemployment Claims with Employee

Module Eight: What an Employment Termination Checklist Should Contain

• Notification to Human Resources
• Systems Access Terminations
• Return of Company Property 6
• Benefits Status

Module Nine: The “Don’ts” of Firing an Employee I

• No Performance Improvement Plan
• Using an Electronic Method
• Fire Without a Witness
• Provide Long Reason for Firing

Module Ten: The “Don’ts” of Firing an Employee II

• Not Making the Decision Final
• Let Employee Take Company Property
• Allow Access to Work Area
• Permit Information System Access

Module Eleven: Conduct Effective Exit Interviews

• When, How and Who
• Objective of the Process
• Company Readiness for Exit Interviews
• Execute the Feedback Results

Module Twelve: Wrapping Up

• Words from the Wise
• Review of Parking Lot
• Lessons Learned