terminated employee

gperry · June 2006

[font size="1" color="#FF0000"]LAST EDITED ON 06-09-06 AT 04:24PM (CST)[/font][br][br]What is appropriate to tell the other employees about the circumstances regarding why an employee was terminated? Are there any HR guidelines and/or laws regarding this?

lnelson · June 2006

You do not need to give other ees a reason for a termination.

Just say that so and so is no longer with the company.

Dutch2 · June 2006

Yep... keep it short and to the point. No reason to explain anything.

ray a · June 2006

And if remaining ee's complain about not being told, tell them you would afford them the same courtesy by keeping information concerning them confidential.

Open1 · June 2006

We send a company-wide email saying "So and so is no longer employed with the company and we wish them the best in their future endeavors." Discharge, vol quit, etc. - it's all the same.

Wildsporty · June 2006

This is also our response.

John Doe is no longer with the compoany he has decided to pursue other career choices. We wish him well in his future endeavors.

No further information should be given to anyone.

WT · June 2006

The above posts are right on target. With a terminated employee, less is more. Keep the details confidential. Funny thing is that whether let go for theft, mistakes, drug use, or other unpleasant issues, the former employees generally give their friends at work all the dirty details. Why they do this, I never could figure out but by the time the office grapevine gets done, you would think the whole staff was sitting in with me when the employee was let go.

Rockie · June 2006

You are right about that W.T.! Only difference in the story is there's always a "twist" so that the terminated employee was somehow mistreated by the company and there were good reasons for what they did!

E Wart · June 2006

Sometimes, don't you feel like saying to current employees that "Bubba's leaving is none of your business!". But, if we do that, that just feeds the gossip trail.
Same comments as others. The sooner you just let folks know that Bubba is no longer with us, the sooner the gossip will die (I hope).
I know of times that employees weren't told anything, which can be a problem if they work with that person (but don't see the physically) and all of a sudden they are not receiving information for deadlines to be met. That is about the only reason I say much. I might add that Bubba is no longer with us. For the time being, check with Junior if you need help with his work.

(You can't tell I am from the south, can you!)

E Wart

HCCADC · June 2006

What do you do if the ee is on a leave of absence, suspension etc and not sure if s/he is returning? Do you explain that to the other ee's? Sometimes not saying anything is protection that is needed regardless of rumors. I think the "the ee is no longer with us" is fine for the supervisor to say to co-workers, but when you are saying it to all ee's, you then open up the fact that when someone is on suspension until they fulfill a requirement in order to return to work-then the employees can "guess" it isn't as easy as "no longer with us". (Think about the ee who was tested positive for drugs and you are working with that ee for rehabilitation, you are not sure whether that person will return b/c it is dependent on the rehab) Just a few thoughts. Confidentiality is a hard thing sometimes b/c there are so many "what if's". Have a good day!

Wildsporty · June 2006

I actually had this happen recently. One of our higher up employees developed meningitis and he recovered returned to work but his memory was affected such that he could not properly perform his duties. We gave his some time off to recover but when he came back to work we had to both fineally agree that he either had to take a job with lesser responsibility or resign. The employee resigned.

This is how it was handled since we did not want to violate HIPPA or any other privacy law.

PHASE ONE: Mr. Grape Ape is taking some personal leave and will be out of the office for a few weeks. Mrs. Apple Dumpling will be filling in for him while he is gone. If you have any questions please call Mrs. Apple Dumpling at 208-444-444.

Now Mr. Grape Ape returns for several weeks and it is determined that he cannot properly perform the functions of his job and we decide to give him another 30 days to recover.

PHASE TWO: Mr. Grape Ape will be taking extended personal leave to spend some much needed and deserved time with his family. He will be gone for the Month of July. Mrs. Apple Dumpling will be assumig his duties while he is out. Please call Mrs. Apple Dumpling at 208-444-444 if you have any questions.

Mr. Grape Ape again returns and he is still not able to perform the functions of his job. It is determined that either he take a job with lesser responsibility (at the same pay) or resign. Mr. Grape Ape resigns.

PHASE THREE: Mr. Grape Ape will not be returning to Aim International as he has decided to persue other career opportunities. We wish him well in his future endeavors. Mrs. Apple Dumpling will now be assuming the role of Corporate Communications Officer on a permanent basis. If you have any questions please contact Human Resources at 208-777-777.

atrimble · June 2006

I do not formally inform retained employees when the separation is involuntary. I rely on posting the job vacancy to inform employees that someone has left. I do let our front desk staff know not to admit the former employee to the building without escort, though. If someone leaves voluntarily, we throw a party - wait, that sounds strange, doesn't it?! - and everyone hears about it via invitation or grapevine.

Stating that you wish a former employee good luck or well wishes or good job hunting may be used against you with a post-employment complaint. "HR apparently cared enough about me to wish me well, though my supervisor was always harassing me." It might not be the truth - don't put anything in writing that isn't the truth. If you feel you must tell employees something out of the kindness of your heart, just keep it to "SoAndSo is no longer employed here." You may want to add the date this statement becomes effective.

And, of course, HIPAA prevents my sharing any personal information related to health. If a sick employee who leaves wants her condition known to other employees, she can share it herself.

hrdir03nafcu · June 2006

I agree with the several individuals who have already posted that they issue the same standard announcement to staff regardless of whether the former EE left voluntarily or was fired.

If you announce the actual reasons for an EE's being terminated involuntarily, (or even state explicitly that they were terminated involuntarily, rather than resigning of their own volition) you open yourself to a defamation lawsuit.

If you make no announcement at all, you raise more questions than the announcement would raise.

Best to make the same standard announcement for all departing EEs.

terminated employee

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