There is a right way to terminate Employment. But Most organizations choose the wrong way.

Termination is an action we cannot avoid in the course of employment, at some point in the life cycle of an organization some employees will be let go either due to good or bad reasons. Employers most times will choose to terminate an employee's employment without due diligence until they land in trouble.

We have seen and heard of several wrong terminations that cost the organization a lot of resources due to litigations. This is where HR professionals need to advise their employers rightly to avoid any Labour issues, that you want an employee out of your organization immediately or you don't want to see them because you are in a bad mood, or the organization is letting go for good reason is not enough reason to terminate without following the Nigerian Labour Law Guidance.

Simple Terminations Guideline:

📍Before termination, inform affect affected persons more than once via verbal and written communication especially if there is an underperformance or behavioral issue, and document all verbal conversations.

📍Put measures to curb issues, do an appraisal where necessary, and create a performance-induced plan to assist the employees. Consider alternatives such as training, coaching, or transfer to another department.

📍When a decision is made to finally terminate the employment, have a one-on-one session with the affected persons to let them know why the organization is letting them go after such a meeting document it and send it to the employee.

📍Arrange for all the necessary benefits that the employee is entitled to before you terminate, benefits like payment in lieu, severance pay, or any others.

📍Inform the employee of the necessary arrangement of their benefits so they understand what they are entitled to and it is agreed upon before leaving. This gives the terminated individual some form of support before searching for another job.

📍Amiably give a termination letter and pay benefits immediately, HR should ensure this.

📍In cases of termination due to gross misconduct- (theft, sexual harassment, fighting, gross insubordination, etc. Ensure there was an investigation before termination and evidence of such actions before terminating employment.

📍In cases where it affects some members of a department, communicate the departure of the terminated employee appropriately, focusing on maintaining morale and minimizing disruption of workflow.

📍Above all, ensure your policies are in alignment with the labour standards and follow it through.

If you terminate wrongly, you will pay for it.

Wrongful termination or termination without due diligence has cost a lot to some organizations, do not let yours be the next.

advanceDNA:
Unless a company is facing the possibility of general shut down down due to non profit....Virtually no employer will inform a single employer it's is ending his or her employment ....its risky.....the chances of being angry, let down and vindictive is high..


Employers will rather face law suit ..that is if u can prove u employment was wrongly terminated...

U tell the head of operations or cash officer of a bank u will let him or her go next week...are u sure ur vault will not suffer it...??

Immatex:

Very sound advice to Nigerian companies!

Many companies have gotten away with wrongful termination because labour laws are not strictly enforced.

When I got laid off from a multinational Nigerian company due to rightsizing (down sizing really), I was very well compensated in millions of Naira. It made it worthwhile.

I quickly joined another Nigerian firm, not a foreign multinational like my previous employer, when I resigned, they were angry and delayed my exit pay and didn't remit my pension.

I had to threaten them before they cleared me.

Because of issues like this, I strive to secure employment in well established successful and long-standing multinationals where global standard HR is practised.

Meerahbel:
otilor

advanceDNA:


Ajeh !!!!