Employee Firing or Termination Checklist Template

This Downloadable Template Is Part Of Our Free HR Tool Kit Collection Our employee firing checklist outlines the steps that should be taken during the termination process. Having to fire someone is one of the hardest things anyone will have to do and it is helpful to take a systematic approach to avoid costly legal mistakes. Our standard template will fit most businesses requirements. The fillable PDF template can be downloaded for free below. We hope this makes managing your small business HR needs a little easier! The Team At SINC Step By Step Guide To How To Fire Someone Prior to the firing meeting: Check for post-employment obligations. From non-competes to confidentiality agreements Get your IT specialist to have someone revoke access to company systems while the meeting is happening. Choose the right time and location. It is much easier to leave a shared space or employee's office. Notify the HR department you are firing the employee Change the fired employee's passwords during the meeting During The Firing Meeting Explain their computer access has been revoked and you will help get personal information back Retrieve all company property immediately. Phones and laptops can hold important company info Ensure all access cards and keys are returned Ask if they have emailed any company files to their personal emails and if so, to delete them Ask them to clearly state how they believe they are being discriminated against if it happens Sort out payroll related matters. Benefits, PTO Balance, 401K, Insurance, Tax related paperwork Important points to remember when firing someone: -Make sure to explain why you are firing the employee. Be honest as to why you are firing them, do not sugar coat. Treat the person with respect and dignity. The worst thing you can do is change your mind mid-meeting. Stick to your position. This sample resource is provided to you free by SINC BUSINESS CORPORATION to help with your compliance efforts and includes no warranty as to its suitability for any particular task. It is only our opinion based on our experience and should not be considered legal advice.