Employment Termination Essay

2775 Words Apr 7th, 2013 12 Pages
Employment Termination
What Every Manager Should Know
Introduction
Termination is one of the most difficult tasks a manager will have to perform. A manager needs to have a good understand of everything that is involved in an employee exiting the company.
This paper is designed to do just that by giving a broad overview of the topic and highlighting the most important parts. By reading this paper a manager should be much more prepared and less likely to commit a mistake during the termination of an employee. The manager should also be able to make the termination a smoother transition and therefore an easier task to complete.
Definitions
Definitions of some of the important terms are given to give a manager a better understanding of
…show more content…
[ (Doyle) ]
Reductions In Force (RIF)
Also known as work force reductions, downsizing, restricting, and reorganization. Because an employer can be held to the same laws when conducting an RIF as any other termination, the process of an RIF needs to be carefully planned and documented. The process is typically conducted in two stages: 1) selecting the workers to be dismissed and then terminating them according to the above process; and 2) providing benefits to ease the transition, including severance packages, unemployment compensation, and outplacement services [ (USLegal) ].
Equal Employment Opportunity (EEO)
There are many laws in the US that involved employer bias and regulate discrimination based on bias. These laws relate to the broader idea of Equal Employment Opportunity (EEO). EEO means in its most basic terms that equal consideration for a job is applicable to all individuals and that the employer does not discriminate based on race, color, religion, age, marital status, national origin, disability or sex.
WARN Act of 1988
In addition to bias-related laws, moreover, companies must comply with a battery of laws specifically directed at corporate layoffs. For example, the federal Worker Adjustment and Retraining Notification (WARN) Act of 1988 requires companies with 100 or more employees to file at least sixty days prior notice before conducting mass layoffs or work force reductions.

Related Documents