Most startups need more than one employee. Entrepreneurs typically require staff and occasionally outside contractors to operate as intended. Performing human resource duties remains tricky, especially while helming an independent venture that demands laser focus on products and customer service. Occasionally, the wrong individual gets hired and deserves to be let go. Here’s some guidance on when and how to implement cuts.
Reasons for Firing Employees
Poor job performance is one acceptable rationale for firing someone. Unique metrics help measure whether a worker is meeting expectations. Conclude one-on-one evaluations by mandating that employees sign statements of understanding.
Sexual harassment on the job is a significant concern. According to researchers, between a quarter and eight in 10 women experience some form of in-office assault. This matter can cause quality workers to leave or trigger legal action. Anti-harassment training is a savvy way of reducing the number of incidents. When warnings fail to be heard, swiftly excuse the troublemaker.
Other violations include too many unapproved absences and unethical behavior. Have a record of each instance of wrongdoing. Otherwise, the person you fire may be able to argue that the ousting was unjust. Have an employee management system in place to keep track of negative occurrences. Digital files have advantages over paper files, including making searches easy. Use a PDF extraction tool. These software programs allow users to combine multiple files into one document that’s a snap to reorganize and extract only certain pages, as needed.
Best Practices for Firing Employees
It’s wise for bosses to sever ties with workers earlier in the week and at the end of the day, as it minimizes the opportunity for blowback. Have a witness be present when delivering the news, and do so behind closed doors to avoid causing a scene. Make your message short and to the point. Quickly run through a list of reasons explaining how you reached your conclusion. Finish by offering to answer common questions, such as how long the person may receive various forms of insurance and whether unemployment assistance remains an option.
Digital Protections When Firing Employees
Those who lose their jobs are likely to feel slighted. Some may want to take revenge. Protect your company from vengeful egos. Decommission electronic pass cards pronto, as there’s no telling how much havoc an ex-associate could cause in the dark of night. Deactivate passwords, and block access to email accounts and intranets posthaste. Tech-savvy scofflaws can infiltrate networks remotely, so take steps to secure yours.
Small business domains are often vulnerable. Enlisting the services of Awesome Website Guys to perform website maintenance increases the odds of catching unauthorized activity. Besides stopping cyber attacks early on, such professionals may vastly improve your online presence.
Lawsuits That Result From Firing Employees
Angry ex-staffers might choose to exact vengeance by suing. Reduce this possibility by closely following your company’s policies. Only terminate someone if you have good reason; it is against the law to cite variables such as age, gender, race, or sexual orientation as justification. It’s also illegal to sack someone currently on hiatus under the Family and Medical Leave Act, more commonly known as the FMLA.
On the flip side, you may sue an employee or contractor who fails to fulfill duties as outlined in a signed contract. Naturally, this agreement must be legally enforceable. Make sure the papers you craft feature the six essential elements. Failure to do so may cause a judge to deny compensation.
Discharging an employee is always a delicate situation. It remains incumbent on decision-makers to protect themselves from potential fallout by honoring recommended protocols.
