OH 5-1 Agenda Review articles from Chapter 4 Review Your Learning Questions, page 88 Chapter 5 – Managing Terminations.
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OH 5-1
Agenda
Review articles from Chapter 4
Review Your Learning Questions, page 88
Chapter 5 – Managing Terminations
OH 5-3
Chapter Learning Objectives
State the difference between voluntary and involuntary termination.
Defend involuntary terminations.
Explain guidelines that apply to unemployment compensation laws.
OH 5-4
Voluntary Termination
Occurs when an employee decides to leave an organization
Managers should conduct an exit interview.
OH 5-6
Reasons to Conduct Exit Interview
Determine why the employee is leaving
Discover employee grievances
Retain the employee’s goodwill
Discover any misunderstandings about the supervisor
Assess if the employment relationshipcan continue
OH 5-7
Uses of Exit Interview Data
Reduce turnover
Improve work experiences
Identify employee-relation or legal concerns
Assist with developmental needs
Improve management practices
OH 5-8
Exit Interview Methods and Questions
Methods Unstructured
Structured
Types of questions Open-ended
Closed-ended
Multiple-choice
Written
OH 5-10
How Would You Answer the Following Questions?
1. Exit interviews (can/cannot) identify unknown problems.
2. _______ exit interviews allows spontaneous responses to questions.
3. When should the exit interview be held?
4. Exit interview information should remain _______.
OH 5-11
When an Employee Leaves Voluntarily
Identify the candidate for rehire.
Retrieve company property.
OH 5-12
Involuntary Termination
Management determines that an employee must leave.
Prior to termination, managers should try to help the employee become a productive team member.
OH 5-13
Reasons for Involuntary Termination
Lack of work
Lack of funding
Unsatisfactory performance
Violation of company policy
OH 5-14
Procedures for Involuntary Terminations
Step 1 – Evaluate performance against job descriptions and standards.
Step 2 – Implement a progressive disciplinary action process to address poor performance.
OH 5-15
Progressive Discipline Process
Objectives To avoid or minimize misunderstandings
To ensure that the employee has evidence of unacceptable performance and guidelines for improvement
To reduce the number of involuntary terminations
To assure that documentation is available
OH 5-16
Progressive Discipline Discussions
Identify the problem and apparent causes.
Indicate the employee’s role in solving problem.
Suggest specific actions for the employee and manager.
Develop a timetable.
Indicate actions to be taken if performance does not improve.
OH 5-17
Procedures for Involuntary Termination continued
Step 3 – Issue verbal or written warnings.
Discipline may range from a warning to immediate dismissal.
Discussions can clarify misunderstandings.
Managers may provide a written report that is reviewed with the employee.
If the employee must be terminated immediately, documentation is needed.
OH 5-18
Procedures for Involuntary Termination continued
Step 4 – Develop time frame for performance improvement.
Time frames must be reasonable so the employee can improve.
Time frames should not be long enough to cause problems for the operation.
OH 5-18
OH 5-19
Procedures for Involuntary Termination continued
Step 5 – Training supervisors and coaching employees
All workplace rules must be clearly written, must comply with legal standards, and must be consistently implemented.
Managers must know how to coach employees to help assure that the employee’s performance will meet standards.
OH 5-20
Punishable and Terminal Acts
Employee actions that typically cause immediate termination
Examples include Disruptive behavior
Destructive behavior
Insubordination
Theft of property/funds
Harassment
Alcohol use
Illegal drug use
OH 5-21
Final Steps in Conducting Involuntary Terminations
Conduct a meeting to formally terminate the person.
Supervise the person as he/she removes personal items.
Assure that the employee turns over company property.
Escort the person from the building.
OH 5-22
Involuntary Termination—Notification Guidelines
Monitor staffing needs.
Examine skills and service levels.
Attempt to locate other employment.
Make termination decision.
Communicate decision.
Identify length of notice to be provided.
Set expectations for employees.
OH 5-23
Unemployment Compensation Laws
This program is administered at the state level following federal guidelines.
To be eligible, potential recipients must be unemployed through no fault of their own.
In most states, the tax rate is based on the number of claims made against a business.
Benefits paid to recipients are based on a % of an individuals earnings over a 52 week period
OH 5-24
Let’s Practice
The Case of the Drinking Cook Page 103 in book: read case and discuss questions
as a group
OH 5-25
How Would You Answer the Following Questions?
1. The only reason that employees are terminated involuntarily is because of poor performance. (True/False)
2. Discipline can range from a warning to immediate _______.
3. Behaviors that justify discharge without progressive discipline are called _______.
4. As unemployment compensation claims against an employer increase the tax rate (increases/decreases).
OH 5-26
Key Term Review
Exit interview
Federal-State Unemployment Compensation Laws
Involuntary termination
Progressive disciplinary action
Structured exit interview
Terminable acts
Unstructured exit interview
Voluntary termination
OH 5-27
Chapter Learning Objectives—What Did You Learn?
State the difference between voluntary and involuntary termination.
Defend involuntary terminations.
Explain guidelines that apply to unemployment compensation laws.
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