EMPLOYEE TERMINATION TEMPLATE

TASK NAME	COMMENTS	ASSIGNED TO	DATE DOCUMENTED
DOCUMENT PERFORMANCE ISSUES
EXAMPLES OF SUB-PAR PERFORMANCE (OVER PREVIOUS 6 MONTHS)
(EXAMPLE) Frequent undocumented absences from work
(EXAMPLE) Tendency to delegate work that is assigned to them
(EXAMPLE) Poor organizational and time management skills leading to missed deadlines	TIP: Be specific. If you can list lost time or revenue due to missed deadlines, you can develop a better case.
(EXAMPLE) Failure to notify management of expected budget overruns	TIP: Save email interactions and status reports so that time-stamped documentation exists.
CONDUCT PEER REVIEWS
Conduct 360-degree peer reviews	TIP: Perform reviews on a number of employees simultaneously. Doing this will prevent an employee from feeling singled out.
Ask peers to rate colleague in a variety of categories
Teamwork
Efficiency
Productivity
Knowledge of job
Ask employees to rate the poor performer's manager	TIP: You want to be sure you've established that the poor performer's manager is not widely regarded as a bad supervisor.
Ask direct manager, as well as indirect managers, for feedback

TASK NAME	COMMENTS	ASSIGNED TO	DATE DOCUMENTED
ACQUIRE CUSTOMER FEEDBACK (IF CUSTOMER FACING)
Request customer feedback on recent interactions with employee
Was the employee responsive?
Were they prompt and courteous?
DOCUMENT ATTEMPTS TO IMPROVE PERFORMANCE
Create a 1-3 month performance improvement plan (PIP)	TIP: Clearly document deficiencies in past performance and what is required to maintain employment.
Conversation between manager and employee regarding work ethic
Make sure to document checkpoints during PIP period
PERFORM FINAL EVALUATION
Assess employee's ability to work in another company position
Review the employee exit template for a list of things to collect upon termination
Map out when and where the exit process will take place. Who will be in attendance?
Enlist an HR staff member to brief the employee on COBRA, etc.
Notify finance of employee status so that final paycheck is properly processed
Back up the employee's files/emails prior to termination
Be clear and cite failure to meet goal outlined in PIP

TASK NAME	COMMENTS	ASSIGNED TO	DATE DOCUMENTED
THINGS TO KNOW
Important laws to review (or to have your attorney brief you on)
Title VII
ADEA
ADA
Whistle-blower laws
FMLA
ERISA

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