What you will learn

Study Employee Termination Online Course and Learn to Identify employees who should be terminated

Terminating an employee is never a pleasant experience. Learn how to make the process of terminating an employee smoother for both you and your employee with our Employee Termination Online Course. 

Our comprehensive course gives you a core set of skills that will help you in the difficult situation of letting an employee go. Our Employee Termination Online courses help you prepare by educating you about the different aspects of terminating an employee.

Firing an employee should always be a last resort. The course gives you an overview of the termination process and things you should consider before termination. It includes pathways such as applying appropriate measures for serious offenses, redeployment, retirement, and conducting exit interviews. 

Our course aims to give you the confidence to effectively and legally facilitate employee termination that considers the organization's best interest and the employee.

At Courses For Success, our training programs have been carefully developed by leading professionals and validated by industry experts to guarantee you are getting the most up-to-date experience. By enrolling in this course, you can be confident you are getting the best education possible.

Why you need this course

Our Employee Termination Processes Certification covers a wide range of topics, from understanding intricate employment laws, developing comprehensive employee performance plans, to conducting effective exit interviews. You'll delve into the dos and don'ts of firing an employee, how to conduct exit interviews effectively, and how to establish productive termination meetings.

A key component of this course is its focus on communication. Emphasizing the importance of active listening and open communication throughout the termination process, you will learn how to navigate situations such as a blatant disregard for customers or company property and manage conflict resolution efficiently.

The course provides practical guidance on constructing a Performance Improvement Plan (PIP) and using this tool effectively to enhance employee performance. It also outlines the correct way to fire an employee, ensuring all necessary procedures are adhered to and the employee's rights respected.

Whether you're an HR professional managing employee onboarding and training, a manager overseeing employee performance, or a business owner, this course will benefit you immensely. It offers insights into reasons for terminating employment, how to handle employer termination professionally, and ways to avoid wrongful terminations.

Employee Termination Processes Online Course - Requirements

The Employee Termination Process Online course is delivered 100 percent online 24/7 and only takes 6 to 8 hours of study to complete. 

To complete this course, a student must:

• Have access to the internet and the necessary technical skills to navigate the online learning resources

• Have access to any mobile device with internet connectivity (laptop, desktop, tablet)

• Be a self-directed learner

• Possess sound language and literacy skills

Quick Course Facts

1. Course content is structured for easy comprehension

2. Approximately 6 to 8 hours of study is needed to complete the course

3. Registered students gain unrestricted lifetime access to the Employee Termination Online course

4. All course material is available online 24/7 and can be accessed using any device

5. Study online from anywhere in your own time at your own pace

6. All students who complete the course will be awarded with a certificate of completion

Employee Termination Online Course - Outline

Module One: Getting Started

Module Two: Placing an Employee on a Performance Improvement Plan (PIP) Before Firing

In this part of the Employee Termination Processes Online Certificate course, we will discuss how a performance action plan is a great tool for helping employees that are struggling with performance. How it can guide employees towards the right track and away from any poor performing behaviors.

Justification

The first step is to inform your employees why a performance improvement plan is being implemented and the benefits they can gain from it. This should be specific in terms of what areas need to improve and an outline for the employee.

Validate

The next step is to ensure that the employee fully understands why they are being included in the performance improvement plan. Once done, you should ask the employee if they have any questions. You should also elicit a clear confirmation that the employee fully understands why they need to participate.

Include

A manager must not only outline and explain the guidelines of a performance improvement plan. They should also include the employee in ways of creating solutions.

Be Grateful

Include a plan of providing positive feedback and credit for positive behavior. This can be a wonderful tool for motivating employees to fully participate if they know that their positive qualities are being noticed by management.

Module Three: Employees Who Should Be Terminated    

This module discusses how to identify employees that are candidates for termination. It will help you identify employees with certain traits and behaviors, and when termination is necessary.

Feeling of Entitlement

There will always be those employees who develop a sense of entitlement through the course of their career in the company. This can be manifested in several forms including overestimating talents, low sense of team loyalty, among others. While a certain level of confidence is an indication of a good employee, a sense of entitlement can affect overall team performance.

Cannot Perform Job Functions

The ability to perform certain job duties and functions are critical when hiring a candidate. Some companies even conduct trainings to ensure that an employee is able to perform their job correctly. If for any reason an employee is not able to deliver the job requirements, then this could be a justifiable ground for termination.

Can’t Function with Other Employees

A team mentality is crucial in ensuring that the organization can perform optimally. When one employee fails to jump in with the team and decides to go the personal route, it can cause disfunction and pull the entire team down.

They Overpromise and Under Deliver

Be on the lookout for employees who tend to over promise but continuously fail to deliver on any of them. When this happens, other employees are forced to pick up the slack.

Module Four: Employees Who Should Be Terminated II

It is important for manager to identify certain “red flags” and behaviors that indicate that an employee is not performing well. In this module, you will learn these tell-tale signs that its time go let an employee go.

Blatant Disregard for Customers

Customers are the lifeblood of any business. They are the front and center of any marketing strategy. but when an employee displays a blatant disregard for customers, this is a strong indication for termination.

They Are Unreliable

An employee must be trusted to deliver on any tasks given them. But in cases when an employee becomes unreliable due to constantly being late for work, refusal to perform their task or unwillingness to cooperate with co-workers, this can be clear signs that they will need to be terminated from the team and company.   

Don’t Adhere to Code of Conduct

A Code of Conduct policy defines how employees should interact with fellow employees, customers, and guests. Failure to comply with the Code of Conduct can have a damaging effect on the image of the company. This place the whole organization in a bad light even this is only due to the actions of a few employees.

Use Company Property for Personal Use

All company assets should only be used for company-related activities. Any infractions can be considered an abuse of company trust. When employees use equipment or any resource for personal use, this can lead to unjustified company expenses.

Module Five: Things to Consider When Setting Up the Termination Meeting

Terminating the services of an employee is never a pleasant experience for both manager and employee. To diffuse the situation, keep the meeting professional. This way the employee can keep their dignity while the manager follows all standard company and legal guidelines when firing an employee.

Meeting Attendees

All the people directly involved in the termination process should be present. This usually involves the employee’s manager or direct supervisor. In some cases, it would be a good idea to include another person to stand as a witness or observer.

Venue of the Meeting

The next step is to determine where to conduct the employee termination meeting. This should be held in privacy and out of sight or earshot of any other employees or co-workers. Meetings can be conducted in the manager or supervisor’s offices.

Security Presence

Terminations as we said is not a pleasant experience and things can suddenly go south. We previously discussed how bringing another person to stand as a witness can be a good idea. This person could also act as a buffer between parties and act as security when thing go heated.

Logistics

Before escorting the employee off the premises, it is essential for the manager to review any final benefit packages, paychecks, medical insurance, and retirement/ vacation pay.

Module Six: The Correct Way to Fire an Employee I    

In this module, we discuss the proper ways to fire an employee. This is to ensure fairness, dignity, and some form of understanding between each party.

Use Positive Language

As a start, be clear with your intentions during the meeting and avoid small talk that takes away focus from the purpose of the meeting.

Review Past Feedback

Check for any past instances when the employee was called to into the office for work related offenses. This is to remind them during the meeting that there was a previous infraction or a pattern of misbehavior on the part of the employee.

Concentrate on Specific Behavior

When discussing termination, focus on the incident that caused this situation. Be sure to keep the conversation on track as the employee may try to steer away from the topic.

Fire Early in the Week

Ideally, the employee must be terminated immediately after the decision has been made. This is to minimize further damage to the company. However, if this is not possible, fire the employee on Monday or Tuesday. Firing an employee on a Friday can only make them feel frustrated as they had to work all week only to find they were being terminated.

Module Seven: What an Employment Termination Checklist Should Contain

in this part of the course, we will discuss how a termination checklist can be an invaluable tool for helping you during this process.     

Notification to Human Resources

The human resources department should be notified immediately once a decision to terminate an employee is made.

Systems Access Terminations

Another important step to remember is to talk with the company’s network administrator and remove the employee’s access to the entire system.

Return of Company Property

All company property including badges, keys, computers, laptops, or even printed materials must be collected prior to the employee leaving the company. Equipment should also be checked if these are complete and in good working condition.

Benefits Status

Check for all benefits that a terminated employee might be entitled to. These can include unused vacation or sick leaves, and health benefits.

Module Eight: The “Don’ts” of Firing an Employee I

After talking about the proper way of firing an employee, in this module, you will learn the “don’ts” of firing an employee. Doing it the “wrong” way can leave the company open for a lawsuit or harassment complaint for wrongful termination.

No Performance Improvement Plan

A common complaint among terminated employees is that they were not given a chance or warning of any wrong-doing or wrongful behavior. A performance improvement plan eliminates this possibility by giving an employee the opportunity to correct poor performance or behavior.

Using an Electronic Method

Termination should always be done in a face-to-face meeting. This gives the employee to hear firsthand why they are being fired and an opportunity to express their concerns.

Fire Without a Witness

Even with the best intentions, employees may become angry and sue their former employer for a number of reasons. Without another person standing as a witness, it can be difficult to prove that the termination was done through the right channels. 

Provide Long Reason for Firing

Prior to terminating an employee, a manager should already have all the proper documents and research done for firing the employee. A manager must be able to provide a clear, concise, and accurate reason for firing an employee once asked.

Module Nine: The “Don’ts” of Firing an Employee II 

Some managers might think that the termination process ends once an employee has been told that they have been fired. In this module, we discuss the “don’ts” of firing an employee and what to do after they have been formally notified of their termination.

Not Making the Decision Final

The manager must make it clear that the decision to terminate the services of an employee is final and irrevocable. Remember that the termination meeting is performed to formally inform the employee is being fired and not a negotiation.

Let Employee Take Company Property

All company equipment such as badges, laptops, keys and major equipment should be immediately returned after termination. It is therefore wise to prepare a list of all company properties prior to the termination meeting. This makes it easier for you to collect all important equipment from the employee.

Allow Access to Work Area

Being terminated from work is not a pleasant experience. And an employee returning to his work area to collect his personal belongings may cause a scene which is totally understandable. Give the option of having their personal belongings sent to their home or picked up at a later time or date.

Permit Information System Access

Terminated employees must never be allowed access to the information system. It is therefore a must that a manager removes this access immediately prior to the termination meeting.

Module Ten: Conduct Effective Exit Interviews    

In this module, you will learn how to conduct effective exit interviews. This will teach you how to address a disgruntled employee who has been terminated. How to tread lightly and ensure that there is another manager or human resource representative preset during that interview. 

When. How and Who

Exit interviews are often conducted by personnel from the human resource department rather than managers.

Objective of the Process

The purpose of an exit interview is to gain information about the company and its working condition from a former employee who can speak freely without a fear of consequence.

Company Readiness for Exit Interviews

Employees are generally unaware that they may need to undergo an exit upon leaving the company or being terminated. To prepare for this, include exit interviews to your company’s policies.

Execute the Feedback Results

After receiving feedback, the next step is to execute these new suggestions and consulting with the current employees what areas can be improved.

Module Eleven: Wrapping Up    

• Words from the Wise

• Review of Parking Lot

• Lessons Learned 

Recognition & Accreditation

Upon successful completion of this course and achieving a passing score for the assessment, you will be issued with an international continuing education credit (CEU) certificate.

This Certificate is applicable worldwide, which demonstrates your commitment to learning new skills. You can share the certificate with your friends, relatives, co-workers, and potential employers. Also, include it in your resume/CV, professional social media profiles and job applications.

Other Human Resources Courses

If you want a career in the field of human resources, we at Courses For Success have a variety of human resources courses that can get you there!

Module One: Getting Started

• Housekeeping Items
• The Parking Lot

Module Two: Placing an Employee on a Performance Improvement Plan (PIP) Before Firing

• Justification
• Validate
• Include
• Be Grateful

Module Three: Employees Who Should Be Terminated I    

• Feeling of Entitlement
• Cannot Perform Job Functions
• Can’t Function with Other Employees
• They Overpromise and Under Deliver

Module Four: Employees Who Should Be Terminated II

• Blatant Disregard for Customers
• They Are Unreliable
• Don’t Adhere to Code of Conduct
• Use Company Property for Personal Use

Module Five: Things to Consider When Setting Up the Termination Meeting

• Meeting Attendees
• Venue of the Meeting
• Security Presence
• Logistics

Module Six: The Correct Way to Fire an Employee I    

• Use Positive Language
• Review Past Feedback
• Concentrate on Specific Behavior
• Fire Early in the Week

Module Seven: The Correct Way to Fire an Employee II    

• Keep it Short    
• Have Employee Sign Release    
• Transfer Terminated Employee’s Functions    
• Avoid Fighting Unemployment Claims with Employee    

Module Eight: What an Employment Termination Checklist Should Contain    

• Notification to Human Resources    
• Systems Access Terminations    
• Return of Company Property    6
• Benefits Status    

Module Nine: The “Don’ts” of Firing an Employee I

• No Performance Improvement Plan    
• Using an Electronic Method    
• Fire Without a Witness    
• Provide Long Reason for Firing    

Module Ten: The “Don’ts” of Firing an Employee II    

• Not Making the Decision Final    
• Let Employee Take Company Property    
• Allow Access to Work Area    
• Permit Information System Access    

Module Eleven: Conduct Effective Exit Interviews    

• When, How and Who    
• Objective of the Process    
• Company Readiness for Exit Interviews    
• Execute the Feedback Results    

Module Twelve: Wrapping Up    

• Words from the Wise
• Review of Parking Lot    
• Lessons Learned    

Entry requirements

Students must have basic literacy and numeracy skills.

Minimum education

Open entry. Previous schooling and academic achievements are not required for entry into this course.

Computer requirements

Students will need access to a computer and the internet.

Minimum specifications for the computer are:

Windows:

Microsoft Windows XP, or laterModern and up to date Browser (Internet Explorer 8 or later, Firefox, Chrome, Safari)

MAC/iOS

OSX/iOS 6 or laterModern and up to date Browser (Firefox, Chrome, Safari)

All systems

Internet bandwidth of 1Mb or fasterFlash player or a browser with HTML5 video capabilities(Currently Internet Explorer 9, Firefox, Chrome, Safari)

Students will also need access the following applications:

Adobe Acrobat Reader

Entry requirements:

Students must have basic literacy and numeracy skills.

Minimum education:

Open entry. Previous schooling and academic achievements are not required for entry into this course.

Device requirements:

Students will need access to a computer/any device and the internet.

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