Employee termination or firing – HR’s role is critical!
By: Gireesh Sharma
Date: September 22nd, 2009
Termination or firing employees at work is a not-so-liked but mandatory process at business. All businesses big or small at time terminate or fire employee because of business compulsions. However, the recent downturn has accelerated the employee termination largely due to financial and performance problems.
Decision to fire an employee is never welcomed, however, there are some acceptable reasons for terminating an employee:
- For poor performance at work or low productivity.
- Being indisciplined or showing unethical behavior at work.
- Not conforming to the company policy.
Above reasons are well accepted by other employees, business community and also by the legal framework of the country and states for growth of business.
Unfortunately, we also witness incidents of “unethical and unacceptable” terminations. These are neither acceptable by the communities nor by the legal framework. It is needless to mention that law has reprimanded such actions of the employers severely, whether they were intentional or unintentional.
It is unethical and legally unacceptable to terminate an employee -
- On basis of sex, race, color, ethnicity;
- On basis of medical disability;
- On basis of religious faith;
- On basis of pregnancy;
- On base of age, etc.
The law says says that it is “illegal to discriminate in any aspect of employment, including hiring and firing”. Read more information on Unethical Discriminatory Practices.
Firing employees also exposes the organization to potential risks ranging from motivational to legal. Here are some of the common risks:
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Posted in: HR Best Practices, Human Resources, Performance Management | 3 Comments »
