Termination - what to tell staff
HR inWA
21 Posts
We recently (today) had to terminate the employment of a VERY well liked manager when we discovered that he had been falsifying commission reports to the tune of approximately $15K over the past year.
Our staff is stunned by the news of his departure. From the fact that it came suddenly, they can figure out that we let him go against his wishes.
He is now calling staff and telling them that we laid him off and that we are doing a re-org and they should be prepared to see more changes coming down the line.
Help! How do we balance his right to privacy with our need to reassure our workers that their jobs are safe. We also don't want them to think we've gone nuts by terminating a seemingly great employee for a minor reason. It's always been our policy not to discuss the reasons for anyone's departure.
Are we within acceptable bounds to tell people that his employment was terminated due to gross misconduct? If so, then how should they respond to him when he calls?
Our staff is stunned by the news of his departure. From the fact that it came suddenly, they can figure out that we let him go against his wishes.
He is now calling staff and telling them that we laid him off and that we are doing a re-org and they should be prepared to see more changes coming down the line.
Help! How do we balance his right to privacy with our need to reassure our workers that their jobs are safe. We also don't want them to think we've gone nuts by terminating a seemingly great employee for a minor reason. It's always been our policy not to discuss the reasons for anyone's departure.
Are we within acceptable bounds to tell people that his employment was terminated due to gross misconduct? If so, then how should they respond to him when he calls?
Comments
Margaret Morford
theHRedge
615-371-8200
[email]mmorford@mleesmith.com[/email]
[url]http://www.thehredge.net[/url]
We face this situation often at our store level with employees terminated for theft. However, I feel strongly that the terminated employee's rights to privacy must be maintained. I have the managers tell the employees that they cannot discuss the employees departure since that employee has rights to privacy and confidentiality just as they do. I think you can say that there is nothing about this peron's departure that will impact them.
Elizabeth
Because we have sensitive areas that are for 'employees only' and have had terminated employees show up in a branch location and request to use the internal computer system, I put out an e-mail to department managers when someone leaves the company.
A manager called to my attention that they can usually determine from my wording if the person quit or was let go. "Joe Doe is no longer with the company" vs. "Joe Doe is leaving our employment. We wish him the best in his new postion."
I'm sorry, but the truth must be told. It should be handled in a courteous and professional manner, but it need not be sugar coated.
Gene
I am sorry that you disagree. After reading your post I feel you are the one who is wrong. We have a duty to be honest and forthright with our employees. This is especially true given this scenario where the termed manager is spreading misinformation.
Lying, witholding or othewrwise sugar-coating to employees about the real reason for the departure says that your organization values protecting the "image" of a dishonest manager more so than ethics and integrity.
I'm not saying publish every separation in the company newsletter. What I am saying is that given the facts stated in the scenario, honesty is the best answer. A short but sweet answer like "unfortunately Mr. Manager commited an act of dishonesty which created an irrevocable breach of trust. In keeping with our code of ethics and company policy, his employment has been terminated."
Believe me, your employees value honesty and will have more respect for you and your leadership when they see this instead of an BS lie that appears to be "protecting" one of the "good ole boys" ala Enron and Tyco.
I don't believe in lying. I'm not advocating lying. What I am advocating is silence. The rumors will die down. Mr. Manager will be forgotten. And I, by being silent, will hopefully still be someone who people will come to because they know I will keep their if confidences and will be straight with them. I
If your company steps up to the plate and presses criminal charges, the rest of your story for the other EEs will be told in the courts. Your answer to them, is something like, "This matter is under investigation by the authorities. It is not appropriate for us to comment further while this process takes place."
Innocent until proven guilty is our way and you would not be presuming guilt, nor would you want to prejudice the DA's case by spreading false information.
The newspapers will take care of that for you and the EEs can read about it all they want, but it will not have come from you.
Address the question that's causing the concern - what people are really upset about is the statement he made which is making them worry about their own jobs. If this isn't an issue then communicate it to people. Otherwise they will spend too much time talking/thinking about this instead of concentrating on the job at hand.
It is a catch 22............... usually there are others around who know the real reason for a termination.......and word gets out.
If you have someone stealing from you, and can prove it, always press charges with the police.
My $0.02 worth.
DJ The Balloonman
Please note that Mr. Manager is no longer employed at the company. Suzie Q will be assuming Mr. Manager's duties until we can find a replacement.
On a completely unrelated matter employees are reminded not to falsify commission reports to the tune of approximately $15K per year. Happy Holidays!
I like that Shawn, I like it. x:7