How To Conduct A Proper Termination

Last week, several clients did what sometimes needs to be done:  they terminated an employee’s employment.

Some of the reasons for last week’s terminations included:

  • Attendance issues; refusal to adhere to their job description.
  • Alcohol and substance abuse on company property.
  • Complaints from team members and clients about the employee; creating a toxic work environment.

Some points to remember when terminating an employee:

  • Let the employee know of the decision in person, face-to-face.
  • Make certain you have a witness present.
  • If you cannot terminate in person, terminate by phone or Zoom, but do have a witness present.
  • The message to the employee should be short; the decision has been made – there is no need for a detailed explanation.
  • Kansas is a right to work, employee “at will” state, so you do not need to do anything else.
  • Do not provide a termination letter.   It is not required or needed, and to the employee it feels as if they are being terminated twice.  Once is enough.
  • All documentation pertaining to the termination should be placed in the former employee’s personnel file – nowhere else.

If you have questions or concerns about how to conduct a proper termination, please feel free to contact HR Partners anytime for assistance on terminations or for any other HR matter.  (785) 233-7860.

What our clients say...

City of Topeka Public Works

Jason M. Peek, Ph.D., P.E.
Public Works Director
City of Topeka
 

“I just wanted to say thank you for your help the past few months with implementing change in our organization.  I thought yesterday’s staff meeting went well and have received positive feedback from the meeting.  Thanks again for your help in improving our team!”