Termination Checklist

Are there valid, job-related reasons for terminating the employee?
If the termination is due to a specific incident, has the incident been properly investigated and documented in writing?
Has the employee been told that his/her performance was unacceptable?
Is this termination consistent with prior treatment of other employees in similar situations?
Has the employee received all rights to which he or she is entitled under company policies and federal and state laws?
Has consideration been given to alternatives to termination such as transfer, demotion, counseling and/or training?
Are you sure that the employee is not being punished or retaliated against for exercising his/her civil rights such as making a claim of sexual or other harassment?
Are you certain that there are no secondary of discriminatory factors involved, seniority, pay grade, sexual preference, race, color, creed, gender or national origin?

Checklist for the termination interview:

Has the termination interview been carefully planned with preparation with exactly what will be said and by whom?
Has a good neutral location for the meeting been chosen?
Have you enlisted the help of an observer (second management person)?
Is all necessary documentation properly arranged and in order? (e.g., copies of memoranda; warning letters; performance evaluations, etc.)
Have you prepared to be direct, honest, straightforward and without apology in announcing your decision?
Have you rehearsed how the meeting will begin so that you can avoid introductory “small talk”?
Are you ready to describe the decision and the circumstances leading to it without attacking the employee’s character, veracity or personality?
Are you prepared to remain calm and dispassionate, answering the employee’s questions and helping him or her to understand the reasons for your decision?
Can you clearly explain a)severance pay, b) benefits continuation (COBRA), c) the explanation of how job references will be handled, and d) any counseling/outplacement services?
Have you planned to outline the specifics of what the employee will need to do next, such as retrieve personal articles, obtain their final paycheck, etc.?
Are you committed to limiting the termination interview to approximately fifteen minutes?
Have you made contingency plans for the unexpected, such as an emotional or angry outburst or threatening statements?