UNIT =5
Prepared By
Samjhana Neupane
Msc. Nursing 2nd year
SNSR
GENERAL OBJECTIVES :
At the end of the session participants will be able to
understand about termination.
SPECIFIC OBJECTIVES :- At the end of the session
participants will be able :
• To introduce termination.
• To define termination.
• To enlist the need of termination.
• To state the types of termination.
• Ttheist the steps of termination.
• To explain do's and don't of termination.
• To summarize
INTRODUCTION
• Termination is the process of firing an
employee because of poor job
performance, unacceptable behaviour or
interpersonal problems.
• Termination is regarded as the last
alternative.
• It represents a failure in staffing and in
managing ineffective performance.
• Nevertheless, to maintain discipline and
control cost, a firm is often forced to
terminate non productive employees.
• When substandard performers are
discharged, it communicates the message
that adequate performance must be
maintained thus a firing can also be
valuable because it may increase the
productivity of employees who are not
fired.
DEFINITIONS:
• Termination of employment is the end of an
employee's duration with an employer.
Depending on the case, decision may be
made by the employee, the employer, or
mutually agreed upon by both.
• It is the separation of employee from the
organization. This process is used by firms
when they close facilities, reduce their
workforce , or respond to continued oor
performance.
THE NEED FOR TERMINATION
• If you have taken the necessary steps to help the
employee improve his work performance- and
they are not working.
TYPES OF TERMINATION
• Voluntary Termination:
• Is a decision made by the employee to leave
the job. Such decision is commonly known
as "resignation", "quitting", " leaving", or "
giving notice".
• Common reasons for voluntary termination
include:
• Personal dissatisfaction with the job.
• Factors in employee's personal life not related to
the job that make holding or performing the job
impossible or more difficult.
• Hire at a new job.
• Feared or anticipated involuntary termination.
• Retirement.
Depending on the employee's reason, comfort with
employer, and dedication to the job, voluntary
termination may be sudden and abrupt without
warning to the employer, or with a certain amount
of notice given.
2. INVOLUNTARY TERMINATION
• Is the employee's departure at the hands of the
employer. There are two basic types of
involuntary termination, knownoften as being "
fired" and " laid off".
• DISSMAL: is where the employer chooses to
require the employee to leave, generally for a
reason which is the fault of the employee.
• Layoff:
• A less severe form of involuntary
termination is often referred to as a layoff.
• Probational Period:
• In which both the employee and the
employer reach an agreement that the
employer is allowed to lay off the employee
if the probational period is not satisfied.
3.TERMINATION BY MUTUAL
AGREEMENT
• Some termination occur as a result of
mutual agreement between the employer
and employee.
TERMINATION POLICY
1) Federal Law requires employers to provide a
final paychecks, including all pay due,within 6days
for:
• Employee who quit without notice period.
• Employee who resign without notice period.
• Federal law requires employers to provide
a final paychecks, including all pay due,
within 48 days for:
• Employees who are involuntary are
terminated.
• Employees who are laid off due to
business hardship.
WHEN TO DO TERMINATION
• The termination process is used for:
• All employees separating from on going or
fixed term employment.
• Intern or practicum students hourly workers
who have ended employment.
• Layoffs
• Retirement
• Employees moving from one employment to
alternative employment (final check needed for
vacation payout).
Steps for termination
• Let employees know where they stand.
• Develop a plan and timeline for improvement.
• Prepare documentation.
• Hold a face to face meeting.
• Allow the employee to leave with dignity.
• Get off to a good start for easier end.
Do's and Don't of Terminating
Employees
DO'S
• Make the firing decision carefully, but once made ,
act quickly.
• Ensure that multiple meetings have been held with
the employee.
• Be respectful and discrete.
• Ensure that your severance or notice
arrangements met legal requirements.
• Ensure that you have a written termination letter
and release which documents the terms and
conditions of the termination.
DON'T
• Don't get personal.
• Don't make a decision to terminate for cause
without conducting a proper investigation.
• Don't hold the termination meeting in a public
place.
• Don't go into a termination meeting unprepared.
• Don't get defensive or debate the merits of the
firing decision the employee.
Summary
Today's we discussed on introduction of
termination, definition ,types , steps and Do and
don't of termination.
Conclusion
Termination is the separation of the
employee from the organization. This
process is used by firms when they close
facilities, reduce their workforce, or
respond to continued poor performance. It
is of voluntary termination, involuntary
termination and mutually termination.
EVALUATION
• What is termination?
• Explain about the types of termination?
• What are the steps of termination process?
REFERENCES:
• Chandra.D.S (2019). “A comprehensive textbook
of nursing management”. 2nd edition.Emmes
Publisher. Page no 250-255
• Kumar.D et.al(2011). “Textbook of Nursing
Management”. Page no 445-500
• https://www.bdc.ca/en/articles-tools/
employees/manage/pages/6-steps-terminating-
employee.
• www.slideshare.net>termination-pr.
