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...
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