The
3 most costly mistakes with problem employees. Separation notice
help.
Whether you are firing your problem employee or laying off workers
because of downsizing, you must give each worker a formal separation
notice. It is a crucial part of the termination process. And while
every termination is different, all separation notices should follow
a similar format. This is not to say you do not have to tailor each
separation notice, you do. But you can use a basic template and change
it depending on your circumstances.
What a Separation Notice should contain
First, a separation notice should have basic employee information.
You should include the employee's name and social security number.
Then list the dates the employee started work and date last worked
and the reason that they were separated from employment. Be careful
when giving reasons for termination. Get rid of any discriminatory
language or unprofessional wording.
You must make sure your employee clearly understands the reasons
for the separation. Also you must have documented evidence to support
those reasons. If you have collected this information properly, the
employee will not be surprised by his or her current predicament.
Finally there should be an area for both you and the employee to
sign off on the separation notice. This gives you legal evidence
the employee knew why you were letting him or her go.
Needing
to separate an employee from your company? This is how I terminate.
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About the author:
Author: Payroll Software Solutions
Visit http://www.all-payroll-software.infofor more information about payroll software.
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Needing
to separate an employee from your company? This is how I terminate.
RELIGIOUS DISCRIMINATION TOUGHER TO PROVE IN NJ
New Jersey state courts are notoriously indulgent to plaintiffs claiming sexual or racial discrimination and will almost never dismiss a sex or race based discrimination case, no matter how meritless. The New Jersey Supreme Court has held that the state anti-discrimination statute (the “NJLAD”) is not meant to be a “civility code” and was not enacted to combat words that are merely discourteous or rude. Instead, it is only supposed to apply to genuine acts of discrimination—where an employee is singled out for bad treatment due to his or her race, gender or religion. Moreover, in cases where the employee/plaintiff has not been terminated, and instead claims to have been subjected to a “ho. . .
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