Letter to Layoff Employees Due to Poor Economic Conditions by cba36540

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Termination Guide - BC

Description:    With every hire an employer makes there is the potential that the employer may have to terminate
                that hire in the future due to circumstances which may or may not be within the employer’s control.
                Such terminations can be very expensive and damaging to the organization if not managed
                properly.
                The key to managing the risk of expensive and damaging terminations is not too dissimilar to
                managing certain insurance risks—it’s about prevention and process.

                The best prevention is to have a solid foundation in human resource practices:
                - Enter into easy to understand written contracts with all of your employees before they start,
                which would include, in the context of this discussion, a defined job description and expectations, a
                probationary period and termination provisions, including a defined notice period in the event of a
                termination without cause. It is also very important that your employment contracts comply with
                the applicable employment standards legislation to ensure their enforceability.
                - Have a clear and easy to understand employee Policies and Procedures Manual (including a
                performance improvement policy), require your employees to read it and understand it, and make
                it easily accessible to all. Where possible, the policy manual should be incorporated into the
                employment contract by reference.
                - Apply all polices in a fair and consistent manner to all staff. This also helps with keeping up staff
                morale and avoids condoning inappropriate behavior, which may come back to haunt the firm at a
                later date.
                - Perform regular performance appraisals, refer back to expectations set out in the contract, and, in
                particular, consult and interact with the staff in question on matters which may require
                improvement.
                - Have a defined process for handling poor performance and inappropriate behavior. This process
                should include meeting with staff in question, defining the corrective action to take, clearly outlining
                the future expectations, offering assistance for improvement, outlining the consequences for non-
                improvement and documenting your efforts. Establishing a paper trail will act as support for your
                corrective action, up to and including termination. Also, the act of documenting will force you to
                confront the issue(s) and deal with the consequences of the actions you are contemplating. That
                being said, build flexibility into policies and avoid lockstep procedures and hard to follow policies.
                - Utilize Corporate Policies when drafting polices and procedures that comply with applicable laws.

                Utilize HRdownloads’ Guides to Termination to easy integrate these processes into your
                organization and have the tools and documents already built for you!



Contents:       Executive Summary
                A Guide to Effective Terminations
                Terminations for Cause
                Performance Issues
                Progressive Discipline Process
                Terminating the Poor Performer
                Reduction in Workforce
                The Termination Meeting
                After the Termination Meeting
                Administrative Details
                Damage Control
                Conducting Exit Interviews
                Providing Proper Severance Packages
                Things to Avoid
                Termination and the Law
                Current Canadian Termination Legislation*
                In Summary
            List of Included Tools, Templates, Letters, and Policies

            1. Acceptance of Resignation Letter
            2. Announcement of Employee Resignation Letter
            3. Announcement of Employee Retirement Letter
            4. Disciplinary Action Form
            5. Disciplinary Action Template
            6. Employee Departure Notification
            7. Exit Interview Form
            8. Full and Final Release - Ontario
            9. Last Chance Agreement
            10. Layoffs & Closure Policy
            11. Management Severance Payout Calculator
            12. Notice of Disciplinary Action - Verbal Warning
            13. Notice of Disciplinary Action - Written Warning
            14. Notice of Indefinite Layoff
            15. Notice of Layoff Template
            16. Notice of Temporary Layoff
            17. Performance Improvement Plan
            18. Permanent Layoff Economic Conditions
            19. Progressive Discipline Policy
            20. Progressive Discipline Template
            21. Termination Checklist
            22. Termination Letter - Contract Employee
            23. Termination Letter with Salary Continuance Provisions
            24. Termination Letter with Working Notice
            25. Termination Not For Cause + Full Final Release - Ontario
            26. Termination Not For Cause Letter
            27. Termination of Employment Elimination of Position
            28. Termination of Employment Policy
            29. Termination of LTD
            30. Termination of Probationary Employee
            31. Termination of STD
            32. Termination Pay Policy
            33. Termination Power Point
            34. Turnover Cost Calculator
            35. Unauthorized Absence Job Abandonment



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