Termination Essay

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    Evaluate Before Terminate Termination. Termination refers to when an employee’s career is dismissed from his or her duties with an organization based on a numerous range of factors. Terminating “potentially violent or dangerous employees can be a difficult one. If the decision is made haphazardly or hastily, firing problem employees can open up an organization to claims of wrongful termination or even illegal discrimination” (Mathis, Jackson, & Valentine, 2014). In my personal work experiences,

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    Purpose The purpose of these procedures is to identify and mitigate the risks involved with the termination of employee, and to ensure that the organization’s sensitive data remains secure, and is not tampered with when an employee departs. Employees can pose a particularly significant threat to an organization upon their departure, regardless of whether the separation was the decision of the organization, or the employee. If the employee is leaving voluntarily to work for a competitor, they may

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    Wrongful Termination

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    words, if your employer fires you for an illegal reason, it is considered a wrongful termination and you may be entitled to legal remedies. Although an employer is not required to provide a reason for firing an “at will” employee, he or she is prohibited from firing you if the termination would violate the covenant of good faith. Below are a few examples when an employee being fired constitutes wrongful termination: Breach of Contract If the employer made written or implied promises to the employee

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    Hr and Termination Essay

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    severance pay), then why not opt for non-culpable dismissal, rather than go through the process of termination for just cause? • employees receives compensation in lieu of notice same idea here • fair dismissal can enhance the company’s image- use of progressive discipline, resulting in just cause termination can be fair. The second recommendation (of legitimate termination Constructive dismissal is not recommended due to the risks associated with it. Barnetson indicates

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    Assuming that Jeanette termination was warranted, all details should be properly identified and organized before the termination meeting takes place. All the disciplinary reports should be pulled from her employee file and be readily available for review during the meeting. Jeanette is not going to take the firing too well, so the company needs to have documentation to prove why they are choosing to fire her. In Jeanette’s case, the documented records are very important because she has threatened

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    Radio Shack As the economy continues to be unstable companies, large and small, are making decisions to reduce their workforce. This is a daunting task that has to be handled delicately. When companies begin the process of reduction, even if the staff is aware, the communication must be honest, open and appropriate. If a company is a large retailer there is more at stake than just the current financial situation. The employees can become customers and advocates for the business. They can also

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    The first article is about a wrongful termination case that occurred in 2008. This case involved and full-service contractor name Paul Blakeslee that worked for a company called; Shaw Environmental and Infrastructure. Blakeslee was overseeing over 40 representatives dealing with a $100+ million agreement to uphold offices at Fort Richardson and Fort Wainwright in Alaska. When Blakeslee discovered that Shaw's Alaska venture supervisor claimed a third of an alternate privately owned business that was

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    and is aimed to lower operational costs. Downsizing helps businesses to re-evaluate, re-organize, re-engineer, restrict and revamp their operations to steer themselves into a positive direction. Downsizing is referred to by some as “a permanent termination of employees” while a layoff, interpreted as “a temporary downscaling of employees” Layoffs may happen with the intention of re-hiring employees at a later stage when the company is more financially stable. Downsizing brings about layoffs which

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    and terminated access to the workplace on April 18, 2017. Formal notice was not given to the Plaintiff until restraining order was served on April 26, 2017, and then again a letter of termination on June 21, 2017. SEE EXHIBIT “4” – RESTRAINING ORDER PAPER. SEE EXHIBIT “5” Letter Return Equipment / Letter of Termination. This was not at the Plaintiff's will and was in retaliation for his anonymous confidential letter of complaint and reports regarding events and practices that created unsafe working

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    Case Study: Northeastern Mutual Life: Preparing for Employee Terminations ------------------------------------------------- ------------------------------------------------- Introduction Northeastern Mutual Life, the major subsidiary of the Calgary Insurance Group, is one of the largest life insurance providers in Canada. Northeastern Mutual Life has more than three million individual and business customers in Canada. Among its nine thousand employees, Northeastern Mutual Life employs two thousand

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