The final stage in the disciplinary process may be called discharge, firing, dismissal, or termination, among other terms. Regardless of the word used, termination occurs when an employee is removed from a job at an organization. Both positive and progressive approaches to discipline clearly provide employees with warnings about the seriousness of their performance problems before dismissal occurs.
Terminating an individual’s employment is a serious matter and one that should be taken only after conferring with HR and confirming that the decision is free of bias. Managers must be careful not to move forward with these terminations too hastily, and they should get assistance from individuals in security, HR, and legal counsel when handling such cases. Utilizing an employee assistance program (EAP) professional can also help defuse a potentially violent situation.
In all cases involving employee termination, treating the employee with dignity and respect is an ethical approach that may lead to fewer lawsuits and better perceptions of the company by employees. Harsh, inhumane treatment of employees being terminated can have a chilling effect throughout an organization and serves no legitimate business purpose.
In some termination situations, formal contracts may be used. One type is a separation agreement, an agreement in which a terminated employee agrees not to sue the employer in exchange for specified benefits, such as additional severance pay or other consideration. The final disciplinary phase is termination of an individual’s employment, which might include a separation agreement and severance benefits.
![](https://i.ytimg.com/vi/T0ZzH4ZiUIM/maxresdefault.jpg)