<p>The 10 commandments of <strong>termination meetings,</strong> where one or many are fired, come only after you have completed a termination checklist; you have played out the reason for termination.</p>
<p><em>If it was for performance, do documents support you? If it was for attendance was the employee aware of the policy? Were any of the absences excused under the #ADA. Are there potential claims by the employee and how would they play out? Do you have all the documents in order to defend against claims and reduce the risk of lawsuits?</em></p>

Firing People

<ul>
<li>Do not have additional people (strangers or even attorneys). Have the supervisor and the designated people skill person, and HR if needed</li>
<li>Do not fire by e-mail, text or any other impersonal method</li>
<li>Do not terminate on a Friday or early Monday or any other time that allows for “brooding”</li>
<li>Do not escort the person from the building in the view of others</li>
<li>Do not embarrass the person or tell him he was a subpar employee.</li>
</ul>

Five Things Not To Do In Termination Meetings

<ul>
<li>Treat individuals respectfully and with dignity</li>
<li>Have all the benefits worked out and discuss non-monetary terms</li>
<li>Give the individual hope and encouragement</li>
<li>Tell the person how hard a decision this was and if true how it can better them</li>
<li>Let him know what will be communicated to co-workers and clients.</li>
</ul>

What To Do When Terminating Someone

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              <a href="https://www.linkedin.com/in/stuart-silverman-3515646?trk=public_post_share-update_actor-text" data-tracking-control-name="public_post_share-update_actor-text" aria-label="View profile for Stuart Silverman" data-tracking-will-navigate="" dir="ltr">
                Stuart Silverman
              </a>
            </h3><p>Labor &amp; Employment Law, Litigation, Corporate &amp; Business Law Attorney</p><div><time dir="ltr">
                

    
    
    
    
    
    
    
    
    
    
    
    
    
    
    
    

    
    
    
    
    
    
    
    
    
    
    
    
    
    

    1mo
  
              </time></div><p dir="ltr">It’s 8 o’clock on a Monday, the newly fired call in!

The busiest time for some employment attorneys is early Monday morning. People who were fired on Friday have been steaming all weekend and can’t wait to call their local Plaintiff’s attorney.

With so much in the news lately of how not to separate an employee or 900 at once, let’s focus on what you should do. I like to call this the 10 commandments of termination meeting: 5 negative and 5 positive commandments.

These rules come only after you have completed a termination checklist; you have played out the reason for termination. If it was for performance, do documents support you? If it was for attendance was the employee aware of the policy? Were any of the absences excused under the <a href="https://www.linkedin.com/signup/cold-join?session_redirect=https%3A%2F%2Fwww%2Elinkedin%2Ecom%2Ffeed%2Fhashtag%2Fada&amp;trk=public_post_share-update_update-text" data-tracking-control-name="public_post_share-update_update-text" data-tracking-will-navigate="" rel="nofollow" dir="ltr">#ADA</a>. Are there potential claims by the employee and how would they play out? Do you have all the documents in order to defend against claims and reduce the risk of lawsuits?

Once done, we can have the termination meeting. Stay calm and view it from the employee’s perspective.

Here are the commandments:

•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Do not have additional people (strangers or even attorneys). Have the supervisor and the designated people skill person, and HR if needed
•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Do not fire by e-mail, text or any other impersonal method
•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Do not terminate on a Friday or early Monday or any other time that allows for “brooding”
•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Do not escort the person from the building in the view of others
•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Do not embarrass the person or tell him he was a subpar employee
•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Treat individual respectfully and with dignity
•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Have all the benefits worked out and discuss non-monetary terms 
•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Give the individual hope and encouragement
•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Tell person how hard a decision this was and if true how it can better them
•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Let him know what will be communicated to co-workers and clients

Yes, separations stink but this is an employee who just a few weeks ago you may have talked to about football scores, covid, family and the like. 

Treat them respectfully or they will be racing to call a not so friendly <a href="https://www.linkedin.com/signup/cold-join?session_redirect=https%3A%2F%2Fwww%2Elinkedin%2Ecom%2Ffeed%2Fhashtag%2Femploymentlaw&amp;trk=public_post_share-update_update-text" data-tracking-control-name="public_post_share-update_update-text" data-tracking-will-navigate="" rel="nofollow" dir="ltr">#employmentlaw</a> attorney!

<a href="https://www.linkedin.com/signup/cold-join?session_redirect=https%3A%2F%2Fwww%2Elinkedin%2Ecom%2Ffeed%2Fhashtag%2Fhr&amp;trk=public_post_share-update_update-text" data-tracking-control-name="public_post_share-update_update-text" data-tracking-will-navigate="" rel="nofollow" dir="ltr">#HR</a> <a href="https://www.linkedin.com/signup/cold-join?session_redirect=https%3A%2F%2Fwww%2Elinkedin%2Ecom%2Ffeed%2Fhashtag%2Femployeerelations&amp;trk=public_post_share-update_update-text" data-tracking-control-name="public_post_share-update_update-text" data-tracking-will-navigate="" rel="nofollow" dir="ltr">#employeerelations</a>
        </p><img alt=""><img alt="">

It’s 8 o’clock on a Monday, the newly fired call in!

The busiest time for some employment attorneys is early Monday morning. People who were fired on ... 33 comments on LinkedIn

corporateculture

Corporate Culture

humanresources

Human Resources

<p>Labor & Employment Law, Litigation, Corporate & Business Law Attorney </p>

<p>It’s 8 o’clock on a Monday, the newly fired call in! The busiest time for some employment attorneys is early Monday morning. People who were fired on Friday have been steaming all weekend and can’t wait to call their local Plaintiff’s attorney. With so much in the news lately of how not to separate an employee or 900 at once, let’s focus on what you should do. I like to call this the 10 commandments of termination meeting: 5 negative and 5 positive commandments. These rules come only after you have completed a termination checklist; you have played out the reason for termination. If it was for performance, do documents support you? If it was for attendance was the employee aware of the policy? Were any of the absences excused under the <a href="https://www.linkedin.com/signup/cold-join?session_redirect=https%3A%2F%2Fwww%2Elinkedin%2Ecom%2Ffeed%2Fhashtag%2Fada&trk=public_post_share-update_update-text">#ADA </a>. Are there potential claims by the employee and how would they play out? Do you have all the documents in order to defend against claims and reduce the risk of lawsuits? Once done, we can have the termination meeting. Stay calm and view it from the employee’s perspective. Here are the commandments: •      Do not have additional people (strangers or even attorneys). Have the supervisor and the designated people skill person, and HR if needed •      Do not fire by e-mail, text or any other impersonal method •      Do not terminate on a Friday or early Monday or any other time that allows for “brooding” •      Do not escort the person from the building in the view of others •      Do not embarrass the person or tell him he was a subpar employee •      Treat individual respectfully and with dignity •      Have all the benefits worked out and discuss non-monetary terms •      Give the individual hope and encouragement •      Tell person how hard a decision this was and if true how it can better them •      Let him know what will be communicated to co-workers and clients Yes, separations stink but this is an employee who just a few weeks ago you may have talked to about football scores, covid, family and the like. Treat them respectfully or they will be racing to call a not so friendly <a href="https://www.linkedin.com/signup/cold-join?session_redirect=https%3A%2F%2Fwww%2Elinkedin%2Ecom%2Ffeed%2Fhashtag%2Femploymentlaw&trk=public_post_share-update_update-text">#employmentlaw </a>attorney! <a href="https://www.linkedin.com/signup/cold-join?session_redirect=https%3A%2F%2Fwww%2Elinkedin%2Ecom%2Ffeed%2Fhashtag%2Fhr&trk=public_post_share-update_update-text">#HR </a><a href="https://www.linkedin.com/signup/cold-join?session_redirect=https%3A%2F%2Fwww%2Elinkedin%2Ecom%2Ffeed%2Fhashtag%2Femployeerelations&trk=public_post_share-update_update-text">#employeerelations </a> </p>

10 commandments of termination meeting

Firing People

Five Things Not To Do In Termination Meetings

What To Do When Terminating Someone

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