Overseeing Employee's Separation

The view of an employee separation is in many forms.

Sometimes they are happy occasions and many times they are sad occasions. The employee discharges are what many would call the mode of change for organizations. When many people refer to turbulent change they are addressing the fear of being separation. They can be voluntary and involuntary. Children are our future which is manifested in the hiring of new employees. Social policy is also manifested in the hiring of employees when a corporation gets a reputation for not hiring minority applicants. Also when workers canvass the pool of employees and only see younger workers.

The many forms that a separation occur are resignations, retirements, layoffs, dismissals, leave of absences, family leave, travel, transfer, death, misconduct, unsatisfactory performance, absences from work, and failure to return from a leave of absence.

If the dismissal is the result of misconduct and you want to not only give the employee the benefit of the doubt and you want the employee to become a better person and learn from the situation that is evolving, then you introduce progressive disciplinary procedures to the employee. The components of progressive disciplinary procedure are such as:

1. Counseling, The supervisor must take the time necessary to privately counsel the employee regarding any infraction. There should be some investigation of all cause and effect relationships that are contributing to the employee problem taken bye employee’s Supervisor. The Supervisors counseling should be premised upon his or her findings and a memorandum should be prepared for the Supervisor’s own files.

2. Formal Reprimand. If the employee’s problem persists then the Supervisor should document it and give the employee a copy of the findings which should be forwarded to higher Administrators than the Supervisor.

3. 30/60/90 Day Improvement Period. If the problem persists with the employee then the Supervisor should introduce a 30/60/90 day improvement period with the goals, objectives, and tasks the employee should be able to accomplish in the improvement period. It is imperative that the Supervisor attempts to get the employee to sign the document and if the employee refuses to sign then that should be documented and if the employee does not comply with the improvement period then that should be grounds for termination.

Many Businesses start as family operations and when the continue to grow they attempt to make the same kind of decisions they made when there operations strategic management was as a being operated out of the family members house. They must begin to comply with all of the Civil Rights Laws that first began with the act of 1866 which gave African Americans the same citizen’s rights and employment rights as Whites. This law was passed by the US Congress over the veto of President Andrew Johnson, a Democrat. Subsequent to this act other Civil Rights Acts were passed such as 1964 and 1991. Also another Civil Rights Law was passed in 1975 prohibiting age discrimination


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