Employers have the authority to terminate workers who fail to perform or when the company can no longer sustain them. Be careful not to raise any concerns regarding the legality of the firing.
What you’ll discover:
Problems with Performance
Examine the Contract
Make Payment for the Final Days of Service
Every company owner must let an employee leave from time to time, whether because the person does not fit in with the organization or because there is not enough work. Although it is always lawful to dismiss workers who do not meet your standards or to lay off staff when your organization can no longer sustain them, individuals will fight back if they believe they were wrongfully fired, raising doubts about the legality of the termination process. Following a few rules will assist guarantee that any required terminations are carried out in a legally justifiable way. Just follow these instructions to lawfully fire an employee.
Table of Contents
Problems with Performance
You should always record any performance difficulties and your reaction to them when terminating an employee based on performance or the individual’s failure to meet work requirements. Even though your state does not need evidence to support termination choices, keeping such documents will make it simpler for you to defend the decision if the employee claims the termination was wrong. Remember that tardiness is often regarded distinct from performance concerns, since an individual may still be able to give appropriate performance while being late. The two do, however, overlap.
Keep these documents even after the employee has been dismissed, since wrongful termination claims may be filed two to five years after the termination, depending on your state.
Examine the Contract
When you’re ready to terminate someone, the first thing you should do is make sure you’re not breaking the Employment Contract. Most employer/employee relationships are at-will, which means that either the employer or the employee may terminate the work arrangement at any time and for any reason (with some exceptions). But, if you have a contract that includes additional employment obligations, those requirements will govern your power to fire the employee.
Examine the contract to discover what conditions for termination are specified and what performance indicators the employee must fulfill. In rare situations, the contract may specify a minimum number of warnings before beginning termination, as well as a specific form for the termination process. If you fail to meet these standards, you may risk a lawsuit for wrongful termination or breach of contract.
Remuneration for the Last Days of Service
Most states do not demand it unless you expressly agreed to it in the Employment Contract, but if possible, pay the employee for the final days of employment as soon as you dismiss him or her. At the very least, providing the last salary as soon as possible would simplify any prospective claims brought by the ex-employee. Whether you must include accumulated benefits or unused vacation days varies on your state; you should check with your state Labor Office to be sure.
Employee termination is an unpleasant but essential component of operating a company. To prevent future difficulties and litigation, ensure that your termination procedure conforms with both the provisions of your Employment Contract and the requirements of your state laws and regulations. Record performance and tardiness concerns so you can back up your choice to dismiss the employee if required. Be certain that the Employment Contract does not include any extra requirements for termination proceedings, and that any such requirements are followed. Lastly, if possible, offer money for the final days of employment, and verify with your state Labor Office to determine whether extra benefits are required.
