Today’s topic is about a subject many people try to avoid thinking about, as no one enjoys letting an employee go. However, termination is a crucial part of any business and cannot be overlooked. Keeping an employee that has reached the end of their tenure too long, can adversely affect your agency’s operations. So when the time comes to end your relationship with the employee, you have to do it quickly and not drag it out. Additionally, when audits occur by the Department of Labor, you need to ensure that your office is following best practices and complying with all of the Labor laws in both your state and local jurisdiction.
Note: This article does not constitute legal advice. Please consult with your labor attorney to ensure that you are in compliance with your procedures.
- Include a Termination letter.
- Payout remaining wages and accrued vacation time on time (Be careful holding back checks).
- Storage of records.
- Notify the Department of Labor immediately.
- Communicate with employees in a timely manner.
- Remove employee access to All computers and software systems.
- Retrieve any company-owned equipment given to the employee.
- Communicate appropriately with the rest of your staff.
- Communicate appropriately with your clients (especially those the employee regularly interacted with).
- Be empty of emotions during the Termination process.
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