Letting go of an employee is not easy for either party. You must keep in mind that communication is most important when conveying such a sensitive message. You should try to be thoughtful and compassionate with the person you are letting go.
We typically prepare a separation packet with details regarding employee benefits, final pay, and other sources of information they may need post departure. It is important to anticipate what questions the employee may have after leaving their position. What’s beneficial about the separation packet is that they can take it home and review the contents in their own time. It is important to also make known to them that you are available should they have any questions regarding their termination.
A few last tips include:
- Do not fire an employee without at least two written warnings
- Always have a witness present for the termination
- Do not let the employee leave with company property
- Avoid any potential liability such as lawsuits, EEOC & Department of Labor violations
- If you’re unsure of your risk, always consult with a professional
If you follow these steps, it should never be a surprise to the individual who is being let go!
The idea that employees are an organizations greatest asset is so commonplace in commerce that it has nearly become a corporate cliché. Yet, as we provide HR consulting and review the recruiting process and strategy of most organizations it is evident that senior leadership has not really grasped the concept. The process for hiring employees varies considerably from one company to the next, but here is the typical scenario we see.
A company identifies a source where they believe they will find qualified people with relevant experience. That source will put them into contact with applicants that inevitably get scheduled for an interview. Up to this point is where much of the variance exists, but from the interview on is where the process is fairly consistent.
In the interview the hiring manager gauges their interest in a candidate through a series of questions and answers. Some hiring managers actually make offers after a single interview, but most will bring serious candidates back for a second job interview inviting other individuals in the company to join (usually asking the same questions). A decision is made (often a gut decision) and sometimes confirmed by conducting a drug screen, and then the selected candidate is presented with a verbal job offer and sometimes followed up with a written version.
I ask interviewing managers how many questions they typically ask in the interview process and the answer is usually less than 20. So in essence, in less than 20 questions they are deciding who will be the most productive and ideally matched candidate for the position and who will help drive the company forward, while not exposing the company to risk. There is a 25% success rate in following this process. Said another way for every four people hired only one will be considered a “successful” hire.
To achieve a higher rate of success, YourSource benchmarks the needed traits of a successful candidate and uses behavioral assessments, skills tests, and targeted practicum’s to filter the right candidate for the position and for the company. This process nets a 75% success rate. How this impacts the profitability of the company depends on the position and the industry of the company. But one thing is for sure; having the right employees in the right positions has a direct impact on the profitability of any company!
To find out more about this process, contact a YourSource HR consultant.
We all know how important an in-person interview is when trying to find the perfect candidate for our job openings and companies. We get to meet the candidate and ask lots of questions, see how they handle themselves and determine their professionalism, find out if they communicate well, and…the list goes on and on. BUT, let’s not forget that while we (the hiring company) are driving the recruiting/interviewing process, the candidates are, likewise, interviewing US too! Continue reading
Michigan employers can look forward to some exciting news out of Lansing soon concerning Workers Compensation regulations. Michigan lawmakers are expected to pass legislation that will actually benefit employers in their effort to control the cost of Workers Compensation claims. Continue reading
When a creditor garnishment (also known as a Writ of Garnishment) is received by an employer or their payroll company, the garnishment is set up to begin deductions according to garnishment laws and requirements. In the garnishment paperwork, there is the Notice, the Disclosure and the Final disclosure. The employer or the payroll department has 14 days to reply to the court and the plaintiff of intent to deduct. The garnishment deduction should start on the employee’s next applicable payroll. Continue reading
Typically, most people have two options when it comes to acquiring health insurance; a job-based health plan offered through their employer, or purchasing an individual policy from an insurance company. With all health insurance policies, each policy offers a variety of different benefits. In order to make sure you choose the best policy that meets your needs and your budget, you will need to ask yourself a few basic questions… Continue reading
Whether you’re submitting payroll for ten employees, or 100 employees, getting all of your information collected and on to paper timesheets can be tedious and time-consuming. There are still those that still use pen, paper and the fax machine to submit payroll. The manual process may work for some, but here are a few benefits clients have realized by submitting their payroll online: Continue reading
Every year, about this time, the Internal Revenue Service and the Social Security Administration announce increases in the benefit and contribution limits governing a wide variety of tax-qualified employee benefit plans. The following table shows the changes for 2012 to the limits that most concern YourSource clients. The increase of the 401(k) limit is the most discussed change. However, not many employees take advantage of the limits. Only 7% of employees with a plan come close to the contribution limit, and this limit is for all employee 401(k) plans. For more information about the 2012 changes, please contact the benefit experts at YourSource Management Group for more information.
1, 15, 20, 50, 100 employees…these are the proverbial measuring sticks when it comes to employment laws. Employment laws can be grouped into two main categories, Federal Laws and State Laws. When we take a closer look at each, we see that there are laws that protect the employer and laws that protect the employee. In the litigious environment in which we all work, there is a common conception that all the laws are in favor of the employees. When examined on the surface, the majority of the laws do provide the employee with some level of protection, but even those laws that are seemingly pro-employee, when looked at closely; can prove to aid the employer as well. Continue reading
A Flexible Spending Account (FSA) is a tax savings program offered by an employer that allows you to pay for eligible out-of-pocket health care and dependent care expenses with pre-tax dollars. A FSA is regulated by Section 125 of the Internal Revenue Code (also known as a cafeteria style benefit plan). Continue reading