Separation Techniques- the Process of Discharging Employees
Dana White
Professor Sharon Bell
IBA 540, 541, 543
31 January 2013
Separation Techniques- The Process of Discharging Employees The separation process is one that is very stressful to all parties involved. Because this process is one that, unfortunately, has to be done, it is very important that companies have a structured separation plan. The separation decision should not be held solely to the discretion of managers or supervisors. “Policies that can lead to employee separation should be based on principles of justice and law, and they should allow for various ways to intervene” (Noe 295). Employee separations must be handled in a very professional manner so the relationship can split amicably. There are numerous things to consider while conducting the separation process. There are issues of financial risks as well as personal safety. Because of these issues, it is very easy to understand why it is necessary to develop a structured approach to discharge and discipline. More evident now than ever before, the issue of personal safety is at the forefront when it comes to employee separation. It reappears time and time again when a disgruntled and unhappy employee who has been or is on the verge of being fired decides to turn to violence. “Although any number of organizational actions or decisions may incite violence amongst employees, the nothing else to lose aspect of an employee’s dismissal makes the situation dangerous” (Noe 294). Though violence doesn’t occur often in the workplace, it still emphasizes the need for a structured separation system so an employee will know their faults exactly and will not be able to argue against them because they are well documented. There are two types of separation processes that one could possibly encounter within the work place, those being voluntary and involuntary. Voluntary separation is when an employee decides to quit on their own, where as involuntary separation is where an employee is asked to resign or is
Professor Sharon Bell
IBA 540, 541, 543
31 January 2013
Separation Techniques- The Process of Discharging Employees The separation process is one that is very stressful to all parties involved. Because this process is one that, unfortunately, has to be done, it is very important that companies have a structured separation plan. The separation decision should not be held solely to the discretion of managers or supervisors. “Policies that can lead to employee separation should be based on principles of justice and law, and they should allow for various ways to intervene” (Noe 295). Employee separations must be handled in a very professional manner so the relationship can split amicably. There are numerous things to consider while conducting the separation process. There are issues of financial risks as well as personal safety. Because of these issues, it is very easy to understand why it is necessary to develop a structured approach to discharge and discipline. More evident now than ever before, the issue of personal safety is at the forefront when it comes to employee separation. It reappears time and time again when a disgruntled and unhappy employee who has been or is on the verge of being fired decides to turn to violence. “Although any number of organizational actions or decisions may incite violence amongst employees, the nothing else to lose aspect of an employee’s dismissal makes the situation dangerous” (Noe 294). Though violence doesn’t occur often in the workplace, it still emphasizes the need for a structured separation system so an employee will know their faults exactly and will not be able to argue against them because they are well documented. There are two types of separation processes that one could possibly encounter within the work place, those being voluntary and involuntary. Voluntary separation is when an employee decides to quit on their own, where as involuntary separation is where an employee is asked to resign or is
Cited: Noe, Raymond. Fundamentals of Human Resource Management. New York: McGraw-Hill/Irwin, 2011. Print "Employee Separation Process." Employee Separation Process. ManagementStudyGuide, n.d. Web. 23 Jan. 2013. Kalas, Amy. Personal interview. 23 Jan. 2013