Even after implementing solid recruiting and hiring practices, you will likely still find it necessary to terminate an employee from time to time. And it isn't a task to be taken lightly.
Termination is a big, big deal. Not only because this action will impact someone's life, and often, their very livelihood, but when it's done hastily or without due diligence, you can find yourself and your restaurant in a world of trouble. Lawsuits, bad publicity, public backlash, plummeting employee morale — all things that can largely be avoided by following proper termination practices.
Here are 12 tips to ensure you terminate an employee the right way.
Legal Disclaimer: The information I publish is not legal advice but rather is intended to prompt a discussion on best practices in human resources. Further, federal and state laws are amended frequently and vary significantly from jurisdiction to jurisdiction. Therefore, the published information may not be current at the time that you read it or it may not be applicable to your jurisdiction. As such, you should not rely upon any of the published information without first consulting directly with Restaurant HR, legal counsel, and reviewing your local, state, and federal laws as well as any applicable industry practices and company policies.