HR: 7 Best Practices when terming an employee.

Everyone wants their new hires to be fantastic and work out… but that doesn’t always happen.  So, it is important when terming an employee to make sure that the business is shielded and has documented the employment history in case it is needed later.  Below are 7 Best Practices when terming an employee.


1.     Before you ever hire and employee make sure that you have an acknowledgment signature that an employee handbook was received.  Remember this is your rule book.

2.    Keep a progressive discipline policy.  Build into your discipline policy the ability to be discerning.  Not all employees should be treated the same - because, over time employees do build up good will toward the company.

3.    Document performance failures.  When it comes time to term an employee you have to have the documentation as to why it was necessary.

4.    Warning and suspensions.  Once documentation is made and discipline is carried out, make sure that you have a signed acknowledgement from the employee of the action and the disciplinary actions taken and keep in their folder.

5.    Record absences and tardiness.  When terming an employee have a record of attendance.  This is just additional firepower if needed later.

6.    Employment dates.  Make sure you keep good records of the date of hire, dates of infractions and termination dates.

7.    Performance reviews.  Many supervisors are not as willing to be critical when annual employee reviews are done.


The greatest protection a company has is the Employee Handbook.  Has your company updated their lately? WBS has several Handbook Templates that can be the starting point for your review.  Contact us and we will be happy to provide you with one. We want to help you so that you can get back to running your business.

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