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¶ … correlate with coordinating and heading a dismissal meeting for an employee layoff. This essay will propose methods and means of coping with the negative emotions that accompany such transitions and offer helpful measures to conduct such a meeting. This essay will also include the compensation issues that also accompany dismals such as in this case. To help best understand the situation at hand, the effects of this layoff will also be discussed and ways to mitigate the possible negative effects during such events.
Coping With Dismissal
Managing Information
The act of dismissing an employee for human resources professional is a challenging procedure in many different ways. Change and transformation in large scale events is usually accompanied with great stress and unease. The entire company will feel the impacts of this decision so it is of the utmost importance to conduct termination or dismissal meetings with professionalism, empathy and good will.
Information control before the meeting allows the exchange to be performed in a smoother manner. Rumors and bad information may cause unintended consequences throughout the company, and it is necessary to have a firm grip on the flow of this data. While secrecy is not something that needs to be used often in the workplace, this is an instance where keeping others in the dark will protect those who may be worried and in doubt of their own contributions towards the organization.
Termination Effects
To best manage this human resources issue, it is important to grasp the after effects of dismissing an employee. Understanding that this process is truly a human endeavor, reason, empathy and compassion...
Finnie & Sniffin (1984) wrote " since change is inevitable, we must learn to expect it, even encourage it, and treat it positively. Planning is essential. Initially, a termination team should be developed including the departing individual's supervisor, the responsible personnel administrator, the most senior level individual, in the organization, or most respected representative and an outplacement consultant if appropriate."
Planning a termination meeting will set the circumstances for a productive meeting and mitigate some of the negative consequences of the engagement. The inclusion of the aforementioned personnel allows a sense of fairness and balance to the one being terminated or dismissed. This practice is useful because it helps provide a level of support for the one being dismissed and allows a closure that included those who were involved in the process from the beginning.
Legal Issues
In this day and age, employment litigation issues pose a great risk to organizations who practice unlawful dismissal procedures. Some primary laws must be considered when conducting such events. The Americans with Disabilities Act disallows employees from firing anyone from employment based on disability. The term "disability' is very vague and poses a problem for human resources professionals because humans are inherently disabled in one fashion or another.
The best approach in addressing this issue is to ensure that the necessary documentation is gathered to present a reasonable and sound case for dismissal that was not based on any particular disability. This same precaution should also be used in considering other laws including the Pregnancy…
References
Ashkenas, R. (2013). If You Have To Fire An Employee: Here's How To Do It Right. Forbes, 3 Mar 2013. Retrieved from http://www.forbes.com/sites/ronashkenas/2013/03/11/if-you-have-to-fire-an-employee-heres-how-to-do-it-right/
Finnie Jr., R.A., & Sniffin, P.B. (1984). Good Endings: Managing Employee Terminations. Retrieved from http://files.eric.ed.gov/fulltext/ED274230.pdf
Perritt Jr., H.H. (1989). Future of Wrongful Dismissal Claims: Where Does Employer Self-Interest Lie, The. U. Cin. L. Rev., 58, 397.
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