Forum

HRD Canada forum is the place for positive industry interaction and welcomes your professional and informed opinion.

Notify me of new replies via email
HRM CA | 04 Apr 2016, 08:00 AM Agree 0
Whether they're a major player or a junior clerk, one CEO says it's important to keep things civil and stop bridges being burned.
  • Paula J. MacLean | 04 Apr 2016, 11:16 AM Agree 0
    So many things missing from this process, it is a bit difficult to know where to begin. First, the entire process should include a senior manager or senior admin support person to take complete and accurate minutes. Next, the setting should be private (walls and closed doors). Next, a dismissal letter should be prepared and given to the employee. This letter should either be drafted by or at least vetted by, expert legal counsel. Clear indication (in the letter at the very least) of whether the dismissal is with or without cause. Lots of other details that should be considered, time of day, returning company keys, phones, laptops (and the list goes on...) I would rather not see articles that are just based on "How one guy does it" and would rather see "how it should be done". Best practices are more informative than this.
Post a reply