OH 5-1 Agenda Review articles from Chapter 4 Review Your Learning Questions, page 88 Chapter 5 – Managing Terminations.

OH 5-1

Agenda

Review articles from Chapter 4

Review Your Learning Questions, page 88

Chapter 5 – Managing Terminations

OH 5-2

Managing Terminations

Hospitality and Restaurant Management

5OH 5-2

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 5-5

Exit Interviews

Meeting between the employer and employee when the employee leaves the company

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 5-9

Exit Interviews

Exit interviews can be very helpful.

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

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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.

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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

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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.

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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.

OH 5-28

Next Week

Read Chapter 6 – Motivation and Employee Development

Due: Article Review for Chapter 5 – Managing Terminations