- Review recruiting materials, advertisements, employment applications and brochures, to avoid using words creating an implied “permanent” employment.
- Train personnel staff to avoid pre-hire interview procedures which overstate job security or advancement opportunities.
- Review employee handbooks and personnel policy manuals often to ensure that policies reflect actual practice.
- Use language in all handbooks and manuals that clearly states employment is on an “at-will” basis.
- Refine employee evaluation systems to ensure honest and accurate appraisals of employee performance.
- Utilize progressive disciplinary procedures to warn employees of unsatisfactory performance and to provide them with an opportunity to correct deficiencies.
- Prepare written reasons for an employee’s termination. After thoroughly discussing and explaining them, provide the employee the opportunity to review, comment, and sign the termination notice.
- Avoid spur-of-the-moment terminations when emotions are running high by requiring at least one other supervisor or the personnel manager to participate in and/or review each discharge.
- Be consistent in applying disciplinary and termination procedures. Avoid disparate treatment of employees in similar circumstances by appointing one senior officer to review all terminations.
- Make sure the exit interview deals with any and all questions the employee may have
SESCO is a professional human resource management consulting and legal team dedicated to providing information and services to it’s clients. SESCO has authored numerous articles of various subjects allowing the firm to be considered the preferred human resource and employee relations consultants to a number of associations. SESCO works with these prestigious associations to provide professional services to their members. Visit MWACA’s SESCO page to learn more about how SESCO can help your business with human resource management consulting and legal services.