Discipline, Suspension & Termination

Terminating is non anything to lose sleep over nor is it a rocket science if you hold in done your job. There are many reasons behind termination of an employee for eccentric theft, gross insubordination, and severe economic difficulties. When an constitution lets roughly one go because of their poor process, they t land up to avoid the situation as long as they put up. When finally they do talk to the single afterwards agonizing endlessly ultimately deliver the bad news. In the end fifty-fifty the shapings management feels guilty and angry and so is the employee all angry and confused.In my opinion, the organization handled the situation in a rattling unprofessional manner. As even the vice president did not even bother to comment on the case of Peter Oiler. The sound surgical subroutine was to sit and discuss with the employee first, as he was an hard working individual who did his job thoroughly, precisely it was due to his flub after work for which he was termina ted. And this led to job insecurity among the other employees of the organization, because now they would think that if they can terminate san employee so easily, it might be their turn next.The organization did assume in the court of law scarce they did lose in the court of public and employee opinion. But, then again the organization did stick to its conclusiveness of terminating the employee and they followed through and through it even though they had no support of the public or the employees. The organization should have had a proper disciplinary policy, clearly stating the off work doings that can lead to termination, this would have definitely made their decision easier and also would have helped them in court.The employee should always be given a second chance and if they still dont improve or dont change their behavior then the organization has the flop to terminate an employee. But all employees of the organization should be provided with a copy of the disciplinary policy which includes the on duty and off duty behaviour and if they act against it the organization definitely has all the justifiedly to terminate the employee. not only should appropriate steps be taken during the course of termination, but before and after as well.Make sure the employee is being terminated for the right reasons. The reasons for terminating an employee must always be legally defensible one. For example if an employees job performance is sub-par or they have engaged in indelicate behavior, a termination decision would be legitimate. As long as the organization has documentation to support their decision, they are in the clear. Secondly, before discharging an employee feature sure that the organization has fully documented their history of poor performance or conduct.This volition help in controverting legal claims easier. An organization should always consider the alternatives to termination. In some cases of course termination is necessary, but if work qual ity issues, work relationships, or outside personal problems expect to be the source of an employees poor performance or misconduct considers alternatives such as reassignment or counseling. It is never easy to decide what to do in matters which involve off duty conduct. There is no right or wrong answer for that.What HR can provide is light policies that should be strictly followed. Although terminating an employee is an unpleasant task, not to mention tricky, following the few guidelines listed above will definitely help to simplify the process and defend the organization from any legal liability. Putting some extra swither and thought into the decision, as well as indoctrinating your managers with proper termination procedures, will go a long way in ensuring that the termination procedure goes efficiently.