One of the most difficult challenges in managing employees is appropriately handling involuntary terminations. Most employers are reluctant to take this drastic step, and, as a result, many performance and behavioral problems are allowed to fester until the morale of an entire unit or department of an organization is in trouble. Sometimes situations which may warrant termination occur suddenly, leaving the employer in a state of shock, paralyzed to the point of inaction for fear of possible litigation. Hesitation in the face of such circumstances, however, can lead to additional problems, including potential liability to the employee’s co-workers. This chapter will help guide Missouri employers through the confusion of termination issues – when employers may safely terminate an employee, when employers should not seek termination, the factors to consider in making termination decisions and how to handle the practical mechanics of executing the termination decision.
Including a termination of employment policy in the employer’s written policies and procedures is advisable for several practical reasons.
A policy such as the one below notifies the employee that he or she must promptly return all of the employer’s property on or before the employee’s last day of work.