Have you ever been terminated? Have you ever had to terminate anyone? You may have hired someone who “aced” their interview, but soon noticed their behaviour starts to negatively impact the office environment. Employment termination can trigger traumatic emotions on both sides, even if you are expecting it. You may experience shock, anger, sadness and fear about the future, along with the thought of being written off as “damaged goods”.
Justifications for termination
While the specifics related to termination might differ, usually the reason falls into one of a few specific categories. For employers, knowing when you can and cannot fire an employee is important.
What is employee termination?
Employee termination can be referred to by several other terms, including “letting an employee go” or simply “firing an employee”. It indicates that you are ending the professional working relationship with them, and they are no longer employed at your company. The process for terminating an employee depends on a company’s rules and guidelines but, more important, the laws that govern fair employment practices. The most common reasons for employee termination are as follows:
Incompetence
Employees who are unable to perform their duties as directed, even with assistance, are regarded as incompetent. Firing an employee for incompetence, such as poor performance, normally happens after a series of warnings and interventions.
Insubordination
Insubordination is the refusal to follow instructions, usually paired with aggressive or disagreeable language. Insubordinate employee behaviour can impact their colleagues’ comfort at work and negatively affect the company’s culture.
Work Attendance
Employees who are constantly late, take more days off than the company allows or do not complete work assignments on time are guilty. Employees with attendance issues often put a strain on co-workers, which sometimes leads to low morale.
Theft
Theft is illegal. Stealing from the company or co-workers can result in criminal charges and court actions. Stealing includes petty theft, such as taking office supplies home, or stealing cash.
Confidential information
Employees who violate company policy by sharing confidential information warrant termination. In these cases, most companies require the employee to sign a non-disclosure form for protection.
Sexual harassment
Sexual harassment can vary in severity from unwanted comments, or physical touch, which may also be punishable by law.
Violence
Violence in the workplace, from damaging a company’s equipment or property to physical violence towards a co-worker, is an offence worthy of termination. Most companies have a zero tolerance policy for violence at work, and dismiss the employee immediately.
Threats
If an employee threatens another employee or the company, whether verbally, written or any other form, it can be a violation that warrants termination.
Substance abuse
Substance abuse includes using alcohol or any other illegal drugs in the workplace. Some businesses may also perform random drug tests to ascertain if employees are abusing drugs outside the workplace.
Damaging property
Property damage might include intentionally breaking equipment or company property.
Falsifying records
The specifics of records falsification is both an illegal and dismissal offence. Depending on the offence, the human resources representative might issue a notice of termination (pink slip) several days before the employee’s last day of work.
Fired employees are entitled to certain rights under the Employment Act and other laws following their termination. While the specifics may vary depending on the country, some of the more common entitlements an employee should inquire about before receiving are a final pay cheque, extended health insurance, character reference, continuing benefits and severance pay. The National Insurance Board (NIB) must also be notified so they receive unemployment benefits.
By and large, every employee deserves a fair, honest and transparent process when being terminated from a company. Being aware of all intricacies can result in a smoother transition. Until we meet again, fill your life with memories rather than regrets. Enjoy life and stay on top of your game.
NB: Columnist welcomes feedback at deedee21bastian@gmail.com
ABOUT COLUMNIST: Deidre M. Bastian is a professionally-trained graphic designer/brand marketing analyst, author and certified life coach
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