How To Handle Employee Job Termination

Every effort shall be made for the continued employment of company personnel because it is a traumatic experience for an individual, especially a family breadwinner to lose his job. Some employees become dissatisfied with working conditions that cannot be corrected, or the company is dissatisfied with the performance of the employee that cannot be improved. In cases like this, an amicable separation is usually the best solution. 

The severance of a person from active employment on the initiative of the employer is termed termination. This may be due to the employee's reaching the age compulsory retirement. In such a case separation is deemed to be the policy of the company. 

When periodic evaluation of performance shows that a particular employee could not cope up with the responsibilities of the job assigned to him in spite of the many grace periods it is necessary to terminate his services for his own good and for the good of the company. Such separation from the company is termed discharged. This termination is not appreciated by the employee because it carries with it the stigma of being undesirable. 

When the employee is terminated because of closure of the establishment or due to financial losses or because a worker suffers from a disease that impairs his health, the termination carries a termination pay of  whatever the policy of the company dictates, usually one-half month salary for every year of services. 

When an employee is discharged because of various offenses, certain guidelines are established for that purpose. A representative of the management is tasked to review all cases before they are concluded as final and executory. Benefits to which the employee is still entitled are determined. If the employee has filed a suit against the company, it is illegal to discharge him from active employment prior to the termination of the case. Under a collective bargaining agreement, the erring employee cannot be served his final walking papers if notices have not been served. 

Sometimes an employee who is terminated still wanted to make even with the company by filing a case against it. The employee may know that he has no chance of winning but filing a case against the company would make him feel good. Because of his termination, he would like the company to spend lots of money for the case. The problem would have been avoided with a good selection procedure. A good selection procedure is both important and imperative because if employees are properly selected and placed on the right jobs to which their talents are well suited, it is expected that the rate of turnover will decline. 

It is difficult for an individual to be terminated but he has to get over it and move on. He can look for another job if he is not in the retirement age. Regardless of what happened in his previous employment, he needs to convince prospective employers that he is a strong candidate for the position he is applying.


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