Healthcare and Medicine Reference
In-Depth Information
￿ Job analysis of all jobs. (Conduct job analyses at least every 2 or 3
￿ Job descriptions for every job. (Update job descriptions at least every
2 or 3 years.);
￿ History of how infractions have been handled in the past;
￿ Supervisor's employee log documenting good and bad incidents;
￿ Customer or client evaluations and feedback forms;
￿ Work samples;
￿ List of rules, signed by each employee;
￿ List of progressive disciplinary actions signed by each employee;
￿ Employment-at-will doctrine signed by each employee.
The Termination Meeting
Villano (2005) believes there is no easy way to dismiss a worker and that,
while TV reality shows make it look easy, most supervisors report that it
is a thoroughly unpleasant experience marked by the guilt of the supervi-
sor and the pain of the worker. Villano suggests brevity in the process (no
more than 15 minutes) and that the actual dismissal should come within
the first 75 to 120 seconds using sentences such as “I'm sorry to notify
you that your employment with us has been terminated.” He also suggests
that supervisors practice what they intend to say before the actual meet-
ing. Villano believes that explaining the reasons for the dismissal often
leads to mistakes in facts that may prove problematic later on if a worker
decides to litigate. Since prior work evaluation should let the worker
know he or she is in deep trouble, the termination interview should focus
on the termination and not the reasons. While most workers take the
news calmly, but with obvious emotional pain, the interview usually
doesn't end in a confrontation. Sometimes it does, however, and for this
reason you may want to have someone nearby or notify security that you
may need them. And beware! Termination is one of the primary reasons
for later workplace violence, so do it with great respect for the worker,
maintaining his or her dignity in the process.
Erickson (2005, p. 8) suggests the following guidelines to the termina-
tion meeting:
￿ Go over all documentation making certain it's all there and it's correct.
Be gentle and kind. One of the primary reasons for workplace vio-
lence is a termination process that's been done insensitively and with
no concern over how the worker feels.
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