Termination occurs when an employer or an
employee ends an employee's employment with a particular employer. Termination can be voluntary or involuntary depending on
the circumstances. When termination is initiated by the employer, it is usually
involuntary although, under some circumstances, the employee and the employer
may mutually agree to end their employment relationship
What's Involved in a Voluntary Termination?
In a voluntary
termination, an employee resigns from his or her job. Resignations occur for a
variety of reasons that may include: a new job, a spouse or partner's
acceptance of a new job in a distant location, returning to school, an
opportunity to take on a managerial role, and retirement.
Voluntary termination
can also occur for less positive reasons. The employee doesn't get along with
her boss. She sees no opportunity to continue growth and progress in her
current company. The job responsibilities in her current job changed and now,
she is no longer doing something that she loves every day.
She has to work every
day with a coworker who bullies her in subtle ways that are not outwardly
noticeable and, sometimes, it's the appeal of the shiny new job as in the grass
is greener, or she just wants to do something new. With valued employees,
employers expend efforts on employee retention in their aim to limit
preventable turnover. This is a significant objective of employers as the cost
of employee turnover is expensive and ever rising.
What Happens in an Involuntary Termination?
In an involuntary
termination, an employer fires the employee or removes the employee from his or
her job. An involuntary termination is usually the result of an employer's
dissatisfaction with an employee's performance or an economic downturn.
Involuntary termination can also occur in the form of a layoff if the business
is unprofitable or overstaffed.
Reasons for involuntary
termination of an employee range from poor performance to attendance problems
to violent behavior. Occasionally, an employee is a poor fit for the job's
responsibilities or fails to mesh with the company's culture.
Involuntary termination,
such as a layoff, can occur because an employer lacks the financial resources
to continue an employment relationship. Other events that can trigger an
involuntary termination may include mergers and acquisitions, a company
relocation, and job redundancy.
With performance
problems, the employer most often has tried less final solutions such as
coaching from the employee's supervisor to help the employee improve.
Escalating progressive discipline in the case of performance issues such as
absenteeism is also the norm.
Additional Factors in Employment Termination
Several additional
factors are relevant to involuntary employment termination -
Employment at Will: In states that recognize employment at will, an
employee may be fired for any reason, at any time, with or without cause.
Employers do not even have to give a reason for why the employee is terminated
from his or her job. To defend against potential charges of discrimination,
however, employers are advised to keep documentation even if no case is
presented at the termination meeting.
Increasingly, employment
law courts are finding results for the employee if no paper trail exists to
support the employment termination. Employment at will also means that the
employee can terminate his or her employment at any time for any reason without
cause.
Termination fro Cause : In other instances of employment termination, the
employment is terminated for a reason which is given to the employee and stated
in the termination letter. Termination for cause can occur in such situations
as:
- Violation of the company code of conduct or ethics policy,
- Failure to follow company policy,
- Violence or threatened violence,
- Extreme insubordination to a manager or supervisor,
- Harassment of other employees or customers, or
- Watching pornography online.
Mutual Termination: Occasionally,
an employer and employee recognize that they are not a good fit for whatever
reason. They mutually agree to part ways in a manner that makes neither party
culpable for the termination. This approach to termination is called agreeing
on an exit strategy. No pain. The unwanted employee, the unwanted job gone.
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