Employee separation policies and procedures for managing departures

Employee Seperation Procedures

Employee Separation Procedures

A common challenge for many firms; is being able to create effective employee separation policies and procedures. This is because various regulations require everyone to follow specific practices in order to ensure that someone is discharged for actual causes from failing to meet certain requirements of the job. Those organizations who ignore this, will find themselves the subject of increased amounts of ligation for wrongful termination. (Hor, 2009)

At the same time, there is the possibility this could create a poisonous work environment for everyone else. To avoid these challenges requires creating policies that will take these different views into account. When this happens, the HR department can balance the numerous legal and ethical requirements in the process of achieving these objectives. (Hor, 2009)

Critical Factors for Creating an Effective Separation Policy

In order for any kind of separation procedure to be effective requires focusing on discharging the individual for cause. This means showing that they did something which was clearly in violation of the firm's policies and procedures. To achieve these objectives requires implementing them inside the company's HR practices. A good example of this can be seen with a study conducted by Chi (2011). He found that many organizations fail to take these views into account. This is because they will only utilize select practices sparingly and then cancel them. As they do not fit within the organizational mindset and many people believe these procedures. Hurt the ability of the company, to evolve with the challenges it faces inside a competitive operating environment. As a result, their capacity to discharge someone that is unproductive is more important. Than being able to limit the long-term secondary effects on the organization (i.e. wrong termination complaints and creating negative attitudes in the mindset of other employees). (Chi, 2011)

This is illustrating how most firms will often disregard these procedures to deal with potential conflicts. Once this occurs, is the point these challenges will create a poisonous atmosphere inside the organization itself. This will have a negative impact on their ability to adjust with changes in the marketplace and it will increase their costs from potential regulatory issues / litigation. (Chi, 2011)

To be more effective, all firms must introduce a proactive approach that will deal with possible challenges early and clearly define what the types of behavior are most acceptable. This can be accomplished through creating an employee handbook. The way it works, is everyone will read and then sign a contractual agreement stating how they will follow these guidelines. (Armstrong, 2006)

In the event, there are changes, everybody must sign a new disclosure document which will outline the shifts in policy and indicate their acceptance of them. These procedures will serve as an initial foundation for clearly defining what actions are considered to be a breach of the firm's policies. At the same time, it is a legally binding document showing how all staff members understand what is expected of them and the consequences for deviating from them. (Armstrong, 2006)

There many firms which will utilize these practices, to improve the working environment by clearly defining the most acceptable attitudes and behaviors. For instance, at GE the majority of employees are satisfied with the atmosphere of the organization. This is because they feel respected and can meet key objectives in the process. (O'Boyle, 2011)

In the event, that the individual is going to be discharged, they will be placed under suspension. This means that an investigation will be conducted by the HR department. They will examine what happened and determine if there was any clear violation of the firm's policies / procedures. (Armstrong, 2006)

This is when a decision will be made, to decide if the employee violated their agreement to abide by the company's most basic procedures. It at this point, the individual will either be reinstated or some kind of discipline will be imposed. In some cases, they could be fined and given a letter of reprimand. As they will be notified that if this behavior continues in the future, there is the likelihood they will be terminated from the organization. This will establish a track record documenting their lack of following various policies and procedures. (Armstrong, 2006)

In the event someone is discharged, they will have the option of appealing their decisions to a higher authority (i.e. A review board) within two weeks. This will consist of manages and other employees. They will hear both sides and determine if the action taken by HR personnel was in compliance with the firm's policies / procedures and regulations. (Armstrong, 2006)

During this process, the board can overturn decisions, support key findings or implement less severe forms of punishment. This will ensure that everyone has a chance to demonstrate how they violated company procedures and to show why the organization should continue with their relationship with them. These practices will reduce the chances of wrongful termination lawsuits and it will demonstrate that the employee was given the opportunity to defend themselves. (Armstrong, 2006)

At the same time, staff members will feel as if they are being treated with respect. This occurs by having checks and balances to prevent managers / HR personnel from making them a scapegoat for something which may or may not be their fault. When this happens, anyone who is released from the organization cannot claim they were treated unfairly. This improves morale and it ensures that potential abuses are dealt with equally. (Armstrong, 2006)

For example, these kinds of practices are often employed by the New York Police Department. They are utilized when someone is considered to be in violation of certain standards of conduct. During the process, they are suspended pending an investigation. After it is completed, an initial decision will be made about what to do and if any kind of action is necessary. (Stewart, 2008)