It’s never easy to fire an employee. In addition to the difficult conversation that needs to occur, you may also be worried that if any procedure is not followed through properly, that the former employee may seek legal action for improper termination.
This blog will provide a brief overview in how to go through the process of employment termination with an employee, whether the employee has decided to leave the company, or if he or she has been fired.
Notify Human Resources
The first thing you should do is notify your HR department if you have one. This should include a written resignation letter or a letter of termination.
Terminate their permissions
You should notify your network administrator as soon as you find out that an employee will be leaving. This will ensure that the organization does not lose information or key business contacts. You should also make sure to disable the employees building entry alarm code also.
Make sure company property is returned
Employees should return any passwords they have so that supervisors can access email accounts and other places where important business information is stored.
If an employee has resigned, he or she may be entitled to vacation benefits for a maximum of 30 days if these days are not yet used. If the employee has used too many vacation days, they will need to be subtracted from his or her last paycheck.
The confidentiality agreement should be reviewed and signed by the exiting employee to ensure that there will be no competing business issues in the future.
Source: the balance, “Employee termination checklist,” Susan M. Heathfield, accessed Sep. 06, 2017