Purchase Solution

HR: Terminating Employees

Not what you're looking for?

Ask Custom Question

1) To confirm that the supervisor's claims are true, who will you contact? What questions will you ask? What precautions should you take to assure that your investigation is confidential and legally defensible?

2) Review the documentation available related to this case. Is there enough documentation in place based on discipline policy and your experience as an HR manager? Explain.

3) Assume that the termination is warranted. Managers typically hold termination meetings at The Daily Review but it is not unheard of for the HR department to conduct this meeting. Given the available information, who should conduct the meeting? What steps will you take to prepare the manager and/or yourself for this meeting? Prepare an agenda for the termination meeting.

4) The Daily Register has some guidelines for severance packages, benefits, and outplacement services, but they are very informal and typically decided upon on a case-by-case basis. In this situation, what would you recommend for Jeanette?

Please see ** ATTACHED ** file(s) for complete details!!

Attachments
Purchase this Solution
Solution Summary

This detailed solution discusses a case dealing with termination of an employee and HR's need to confirm the supervisor's claims are true prior to termination. In addition it discusses how to make sure terminations are confidential, legally defensible, documentation on hand, who should conduct termination, how to prepare for terminating an employee, and suggestions for severance packages, benefits, and outplacement services for terminated employee.

Solution Preview

To confirm that the supervisor's claims are true I would contact data processing to look at the sales data. I would want a record of Jeanette's sales, and also the department sales for comparison. I would also request this from the supervisor. I would instruct both the DP department and the Sales Manager to keep my request confidential. However, it would be reasonable to confirm data so there is nothing wrong with checking data.

There is enough documentation based on the discipline policy to suspend the employee. According to Exhibit 12.3.5 an employee will be given a verbal warning, which is signed ...

Solution provided by:
Sally Baldwin, Ed.D
Education
  • BA, University of Southern California
  • MSS, United States Sports Academy
  • Ed.D, Boise State University
Recent Feedback
  • "Thk u"
  • "Thank you!:)"
  • "Thank you!:)"
  • "Thank you!:)"
  • "Thank you!:)"
Purchase this Solution
Free BrainMass Quizzes
Team Development Strategies

This quiz will assess your knowledge of team-building processes, learning styles, and leadership methods. Team development is essential to creating and maintaining high performing teams.

Balance Sheet

The Fundamental Classified Balance Sheet. What to know to make it easy.

Marketing Research and Forecasting

The following quiz will assess your ability to identify steps in the marketing research process. Understanding this information will provide fundamental knowledge related to marketing research.

Understanding the Accounting Equation

These 10 questions help a new student of accounting to understand the basic premise of accounting and how it is applied to the business world.

Social Media: Pinterest

This quiz introduces basic concepts of Pinterest social media

View More Free Quizzes
Related BrainMass Solutions

  • Alternative administration of HR functions.

    Functions typically managed by Human Resources are payroll, benefits, time management, and hiring or terminating employees. Nearly all of these tasks can be outsourced to firms that are set up to handle these duties for companies.

  • Human Resources Primary Research

    A major portion of HR involves EEO laws and procedures that affect hiring, promoting, and terminating employees.

  • Human Resource Professional Transforming Organizations

    By shaping employees as they enter the organization he affects changes throughout the organization. Coaching is also one of the job demands of HR.

  • HR Legally Compliant Policy

    According to the new policy the personnel information of the employees will remain confidential in the personnel files maintained by the HR department of the company.

  • HR will have additional issues and challenges to deal

    In this regard the recommendation that can be given, to resolve the issues and the challenges is that the Tesco company should pay the compensation amount for the unpaid overtime to the workers and should stop terminating the employees (Vance & Paik,

  • Human Resource Management: Discuss Retention Initiatives and Separation Options for John

    During the discussion, John became upset, so Bill has come to HR for assistance in terminating John. Discuss retention and separation options for the employee using the scenario.

  • Current Legal Issues: Human Resource Management

    The employer should also keep the pre-terminating rights of the employees in mind while deciding to terminate them (Halloran & Jack, 1998).

  • Current Issues in Employment Discrimination

    Allegations of employers having mixed motives in terminating their employees because of reasons that include color, race, religion, national origin, or gender. 3.

  • Human Resources Management: Memo

    words terminating the employee will cause the remaining employees to take on more responsibilities at the cost of working extensive hours to maintain productivity which poses an unfair advantage on the most valuable workers.

  • International HR Policies

    Terminating employees in South Korea is very difficult. Generally, a worker must have damaged the firm in some substantial way, or the firm might be closing. Either way, labor is entitled to 30 days pay (Gross, 1996).

View More Related Solutions