How to Ask for a Job Reference

How to Ask for a Job ReferenceHow to Ask for a Job ReferenceAt some point during your job search, youll most likely need to find a few people who will serve as your job references. Since references are often required during the latter parte of the job interview process, its imperative to pick good ones, as their ability to speak well of you can mean all the difference in getting hired or not. Learn how to ask for a job reference, and hopefully get hired for the position, with these six tips.How to Ask for a Job ReferenceKeep it current.You might have had an employer who truly loved you and thought you were an amazing worker- but that was well over a decade ago. When it comes to job references, the newer, the better. After all, you want your job reference to be able to talk about your present set of skills, not about how amazing your typewriter skills areSo make a list of people (bosses, colleagues, clients, etc.) who can give a solid professional assessment of your work ethic. If you re lacking in work-related references, look to your volunteer experience, or anything else that could count as a job (even if you didnt get paid for it) and could be used as a reference.Time it right. Lets say that you just finished up a project with a client that went really well. Asking them to provide a reference fresh off of a victory is a good idea, since theyll be better able to attest to your skills and work performance, rather than if you wait a while to ask.Decide if you should ask your boss. Lets say that youre currently employed but looking for a new position. Asking your boss to give you a job reference will not only be a red flag that youre looking for employment elsewhere, but it could also potentially get you fired.That said, if the company is downsizing or if staffers have been told that they only have a few more weeks or months until the business closes (and its out in the open that employees are actively job searching), then it might be okay to ask your boss to giv e you a job reference.Communicate carefully.Asking for a job reference can be a big deal. Remember, youre asking someone to put their reputation on the line to vouch for yours. So submitting your job reference request isnt something you should dash off in a text. When deciding who to ask to be your job reference, go over the persons preferred communication style.Does your former boss like reading through emails, or are they a chattier type who would want to talk with you on the phone instead? Choose the method that works best for that person that way, you wont andrang the risk of offending by asking in an abrupt manner.Know what to say.Once you figure out who youre going to ask (and how), start planning on what youll say. You can use this script as a guide for either a phone call or an email requestDear NameI hope you are well I am applying for X job with X Company and would really be appreciative if you could provide a job reference for me.Since working for you at X Company, I feel that you would be able to provide a comprehensive reference that illustrates to a potential employer why I would be a fit for their company. I have attached my resume for your review.Please let me know if you have any questions. Thank you in advance for considering my request, and I hope to hear from you soon.Best,Your NameYour phone numberYour email addressFollow up.Once a person agrees to be your job reference, dont drop the ball Keep them updated of any potential employers who have asked for a reference so that theyll know, more or less, when to expect the call and what information they might need to furnish. And once youve gotten hired, be sure to share your good news- and thank them for their part in helping you get the job.Know someone looking for a job? Refer a friend to with this link- youll get a month free service and theyll get 30% off

When You Need a Doctors Note for Missing Work

When You Need a Doctors Note for Missing WorkWhen You Need a Doctors Note for Missing WorkDo you need a doctors musikelendenzeichen for missing work? When you have an injury or illness that requires you to miss work, there are times when you will need to provide an excuse from your doctor. Your company might require that your doctors note be kept on file. Whether or not you need a note from a doctor depends on your company and your particular situation. If you know ahead oftime that youre going to miss work, you may need tonotify your employer in advance. Otherwise, you may need to provide a doctors note to verify that you were legitimately ill and unable to come to work. When to Get a Note From Your Doctor Each company has its own policies about whether or not employees must submit a doctors note when they take a sick day. Companies also have their own policies about whether you need to submit the note the day of your absence or after you return to work. Many companies do not re quire a doctors note for missing a day or two of work but might require a note if you are absent for a longer period of time. The Society for Human Resource Management (SHRM) notes that if a company does require employees to provide doctors notes, thepolicy must be applied uniformly to all employees. In addition, there may be state laws and employment contracts or union bargaining agreements governing absence requirements. Do be sure you are meeting the companys requirements. Check with your human resources office or your employee handbook to see what your companys policy is regarding doctors notes and what excuses you need to provide to document absences from work. What Your Doctor Can Disclose If you have any doubt about whether your company will require a note, always have the physician write you one while you are at the doctors office. Its worth noting that your doctor cannot disclose your diagnosis without your permission. However, he or she can provide proof of the necessi ty of your visit, recommend a length of absence, and mention any special accommodations you may need in order to return to work. A doctors note can also offer you some protection in the event your company decides to use your absence as a reason for withholding a promotion or even firing you. Sick and injured workers havecertain protectionsunder U.S. law. Should an employer try to fire you, an injury or illness that has been documented by a healthcare professional can provide you with the documentation necessary to keep your job. Doctors Notes and Extended Medical Leave If you have an illness that is going to require you to miss work for a long period of time (i.e., more than two or three weeks), you will likely need to get a doctors note to give to your employer. The note will help ensure that you receive all the benefits offered under theFamily and Medical Leave Act(FMLA). Under the protections offered by theHealth Insurance Portability and Accountability Act(HIPAA),your doctor does not need to disclose the specific nature of your illnessinyour note. However, heorshe might have to list the dates you are scheduled to have treatments or other protocols that make it impossible for you to go to work. Be sure you know your companys policies related to extended leave and familiarize yourself with FMLA, if applicable. Doctors Notes and Disability Accommodations If you have an injury that is going to require special accommodations at your place of employment, you will also likely need a physician to document your needs in a letter to your employer or on a form provided by your employer. Similar to having an illness, you do not need to disclose your specific injury, but your doctor might need to list the accommodations you will need at work. Familiarize yourself with the policies and protections offered by your company in its handbook as well as theAmericans with Disabilities Act(ADA). When You Can Write Your Own Absence Letter Some offices do not require a doctors note for missing a day or two of work but do require you to send an absence excuse letter or email. Check with your human resources department or manager to see if you need to submit an absence excuse letter. Also, inquire if the letter needs to be composed a particular way and what specific information needs to be included. Thesesample excuse letters for missing workwill help you get started on writing your own note or email message.

How to Negotiate a Salary for a Tech Job

How to Negotiate a Salary for a Tech JobHow to Negotiate a Salary for a Tech JobNegotiating a higher salary is never an easy or comfortable task. Here are a few guidelines to help you get through the negotiation process with minimal stress, and end up with a ?salary that is acceptable for both you and the employer. The Best Time to Negotiate Salary Most career experts will say you have the most leverage in negotiating a salary after you have been offered the job at this point, the employer is certain they want to hire you. However, avoid trying to negotiate immediately after receiving the offer and before getting additional details on the rest of the compensation package. You need to take some time to consider everything being offered. Also, try your best to avoid bringing up salary or, if asked, giving specific figures during the job interview. That time should be used to find out more about the job and to determine whether you want to work for the employer. Know the Job Desc ription and Requirements You cant be expected to negotiate fairly if you dont have all the information you need. If you have any outstanding questions about what you will be expected to do, the results you will need to produce, and any other benefits or perks the employer offers, find the answers to those questions before you abflug talking about how much youll get paid. Research is Key to Salary Negotiation Make sure you do some background research to find out what the going salary is for the type of job you are being offered or one with similar responsibilities. Here are some places where you can find this kind of information Payscale.comSalary.comIndeed.comgovernment census statssalary reports issued by various tech job search firmsNational Association of Colleges and Employerspostings for similar jobsdiscussions with people who have a similar job. Consider Other Forms of Compensation Being Offered If the salary you are offered falls short of what you had been hoping for , dont overlook other benefits the employer may offer. Some of the following benefits could save you money and make up for what may seem like a salary shortfall health, dental and life insuranceday care benefitstelecommuting options Also consider vacation time, any other bonuses, and opportunities for professional development, including tuition assistance. As an IT worker, keeping your skills up-to-date is very important, so any opportunity for skills development should receive significant consideration when making your decision. Raise the Salary Bar a Little Higher Some employers will try to low-ball you, but others may notlage. Ask for a salary that is somewhat higher than what you would really like (but not unreasonably high), so you have leeway to negotiate down to a number that will still work for you and will not be below your value or expectations. Also try to demonstrate to the employer why you are worth the salary you are requesting by continuously reminding them of wha t you can bring to the table to help save money, make the IT department more efficient, or implement new ideas. Stay Positive in Your Negotiations At all times, remain polite and positive in your discussions about salary. Even if youre excited about the job but insulted by the initial offer, dont express your disgust to the employer and sound off about how much more you are worth. Focus instead on communicating to the employer how interested you are in the job, and how much you know you can contribute to the company, and then mention that that are certain areas you would like to discuss before coming to final salary agreement. Be Polite and Dont Try to Manipulate the Negotiation Process The main idea is to arrive at a win-win situation one where the salary is acceptable to you, but also leaves the employer assured that they are hiring someone who is worth the money they will be paying. Avoid making outright demands, giving ultimatums, or trying manipulative tactics at any po int. For example, if you receive a few job offers at once, its not a good idea to pit employers against each other in the hopes that they will try to outbid one other. This may leave a sour taste in the employers mouths and may cause them to be less flexible than they normally would be if you had stayed positive. Patience is a Virtue When Negotiating Salary Try to take things slowly, so you have enough time to do your research and prepare for the negotiation process. If you dont rush, youll feel more confident throughout the whole process, and you wont make any impulsive decisions that you will later regret. Also, expect negotiations to happen in several stages, and dont be surprised if they take days or even a couple of weeks to be finalized. Get Your Job Offer in Writing Once youve come up with a mutually acceptable salary, make sure the employer gives you a written copy of the job offer, stating the job description, expectations, other important details, and the salary. D ont try to go back and negotiate for more after youve accepted the offer, as you will have little to no leverage at that point. Do all of your negotiating work before saying yes to the job.

How to Write an Information Technology Federal Resume

How to Write an Information Technology Federal ResumeHow to Write an Information Technology Federal ResumeHow to Write an Information Technology Federal ResumeThe job outlook for Information Technology (IT) professionals has never been better.Almost any jobs forecast you consult will show high growth in multiple IT-related fields. Some of the top disciplines noted in key career sites include Software Developer, Computer ordnungsprinzips Analyst, Information Security Analyst, Web Developer, IT Manager, and IT Project Manager. Take a look at US News World Reports 100 Best Jobs, Glassdoor, CareerCast, and even information provided to students by the Bureau of Labor Statistics, and you will repeatedly see high job growth forecasts for many IT careers. The same is certainly true in the Federal Government, which offers all of the same types of IT Specialist positions found in private industry. A recent search of IT Specialist vacancy announcements in USAJOBS (2210 series) resulted in 482 hits, over 200 of which were open to the general public (U.S. Citizens).Specialty TitlesThere are so many IT opportunities in the Federal Government, that the Information Technology Group (2210) is, in fact, further subdivided into 11 Specialty Titles often included in parentheses in the job announcementPolicy and Planning (PLCYPLN)Network Services (NETWORK)Enterprise Architecture (ENTARCH)Data Management (DATAMGMT)Security (INFOSEC)Internet (INET)Systems Analysis (SYSANALYSIS)Systems Administration (SYSADMIN)Applications Software (APPSW)Customer Support (CUSTSPT)Operating Systems (OS)You can access the definitions for each of these job specialties in the Job Family Standard for Administrative Work in the Information Technology Group, 2200. (HINT If you lose this link, remember that you can always quickly get there through The Resume Places Resources link Select Useful Links under the Resources menu item at the top of www.resume-place.com, and then click on standort Classification Standards.) You should note that the 2210 series focuses on IT Specialists however, there are also IT support positions found under the Computer Operation Series (0332) and the Computer Clerk and Assistant Series (0335). These positions will typically have less demanding qualifications but will also not have the same career path opportunity.How To Determine if a Job Announcement is Right For You? Identify And Review the KeywordsStep 1 Are you ELIGIBLE to apply?As with any vacancy advertised on USABJOBS, you first need to make koranvers that you are ELIGIBLE to apply. If you are already in the Federal Service or are a Veteran, you are probably well aware of whether you have achieved federal job status or if you qualify to apply through special programs such as VEOA (Veteran Equal Opportunities Act), ICTAP (Interagency Career Transition Assistance Plan), or other special recruiting programs. Selecting the appropriate status as you search for jobs will generally rule out jobs you are not eligible for, but be sure to read the WHO MAY APPLY section of the job announcement carefully to make sure you are ELIGIBLE.Step 2 Define the distinctive keywords for your target job.With that step completed, you should now focus on the task of identifying the KEYWORDS in the announcement, which represent the critical job skills and experience you need in order to fully QUALIFY for the position. Here is a straightforward method to accomplish thisCopy all of the information in the announcement that describes the job itself into a Word document. Be sure to look at all pertinent sections of the announcement Job Summary, Duties, Qualifications Required, Specialized Experience, as well as the Occupational Questionnaire. For this exercise, ONLY copy in the material that describes the job itself (as opposed to eligibility, travel, security clearance, educational requirements, etc).Now, make each sentence and/or skill a SEPARATE BULLET.And lastly, go through and reorganize all the bul lets so that similar tasks or skills are together. Just doing this exercise will force you to think through what the key categories of skills they are looking for. Those categories are the KEYWORDS.Here is a simple, abbreviated example to demonstrate this concept (This announcement actually had a lot more details especially in the Occupational Questionnaire)IT SPECIALIST (APPSW)DUTIESProvides broad technical and professional support involving analyzing, diagnosing, and recovery of ordnungsprinzip abnormal ends developing, testing, and coding of grocomputer jobs and production libraries to reflect system change request.Maintains, controls, and updates test environment with new, current, and purposed changes for the Defense Joint Military Pay System (DJMS) software.Updates job schedules using Control-M or other grocomputer/mid-tier scheduling packages.Responsible for the development of system documentation such as maintenance manuals, tests and implementation plans, specification docu ments and/or data base feasibility studies.Monitors and reports on the status and progress of work, checks on work in progress, and reviews completed work for compliance with supervisors priorities, methods, deadlines and instructions.Specialized Experience is defined as experience in Job Control Language (JCL) using scheduling tools such as Control-M and other mainframe tools analyzing system change requests to assess impact on test or production environments documenting and communicating system issues and risks related to a mainframe payroll system preparing test plans, executing test scripts and providing customer service support both internally and externally.TRANSFORMED, this might look like below. There is no single perfect KEYWORD analysis of this job announcement, and some of the bullets might fit under two keywords (see the bullets highlighted in blue), but this categorization process makes it much easier to figure out the KEYWORDS that you need to specifically address in y our resume. (NOTE There are a wealth of possible KEYWORDS in the IT field however, a list of common IT KEYWORDS is provided at the end of this article.)TECHNICAL SUPPORTProvides broad technical and professional support involving analyzing, diagnosing, and recovery of system abnormal endsDOCUMENTATION/COMMUNICATIONResponsible for the development of system documentation such as maintenance manuals, tests and implementation plans, specification documents and/or data base feasibility studies.Documenting and communicating system issues and risks related to a mainframe payroll systemMonitors and reports on the status and progress of work, checks on work in progress, and reviews completed work for compliance with supervisors priorities, methods, deadlines and instructions.JOB CONTROLExperience in Job Control Language (JCL)Updates job schedules using Control-M or other mainframe/mid-tier scheduling packages.Using scheduling tools such as Control-M and other mainframe toolsCHANGE MANAGEMENTA nalyzing system change requests to assess impact on test or production environmentsMaintains, controls, and updates test environment with new, current, and purposed changes for the Defense Joint Military Pay System (DJMS) software.SOFTWARE TESTINGDeveloping, testing, and coding of mainframe jobs and production libraries to reflect system change request.Maintains, controls, and updates test environment with new, current, and purposed changes for the Defense Joint Military Pay System (DJMS) software.Preparing test plans,Executing test scriptsCUSTOMER SERVICEProviding customer service support both internally and externally.This article is a preview of the upcoming Federal Resume Guidebook, 6th EditionThe new edition of our popular Federal Resume Guidebook will explain all of the steps to writing your IT federal resume. Coming this fallStep 3 Cross-check your resume against your keyword list.Step 4Now, reorganize each job in your resume around the KEYWORDS you identified.Step 5Highlight your accomplishments for each job.Step 6Develop a technical but readable first page to your resume.About the AuthorAn experienced Resume Place writer, Rita Chambers has created Federal application packages for Federal and private sector employees, and specializes in Information Technology resumes. As a former Computer Center Manager and Network Operations Director, Rita brings the technical perspective of what an IT hiring manager looks for in an IT resume. Rita is a Certified Professional Resume Writer (CPRW) and chapter contributor for several Resume Place books, including the IT chapter in the upcoming Federal Resume Guidebook, 6th Edition.

This is how I won my battle with emotional eating

This is how I won my battle with emotional eatingThis is how I won my battle with emotional eatingIf you and I met today, you might think I welches naturally lean. Born with a high metabolism. Able to eat whatever I want without gaining a pound. Not going to lie, that would be amazing. But the truth is, growing up, I was always the big kid.By the time I was 13 years old, I weighed over 200 pounds and struggled with losing weight, emotional eating, and diets that didnt work. While fruchtwein kids dreamed of becoming movie stars or famous athletes, my early inspirations were the knowledgeable dietitians I met every summer at fat camp. I was never normal. I was never small. The pediatricians office constantly told my parents, Shes obese. Shes over the 100th percentile, shes not even on the chartFollow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreAt eight years old, I was sent to fat camp. Can you imag ine how that felt? But the truth is, I loved it. I made lots of friends. I was surrounded by people who didnt judge me. I lost 30 pounds. It was amazing. Then I came back to schooland gained it all back. This yo-yo-ing went on for years. Every summer, Id lose 30 pounds. Every school year, Id gain it all back- and more- until I peaked at 215 pounds (my highest weight) and a size 20, going on size 22- which meant I couldnt even fit into Gap or Old Navys extended sizes, forcing me to shop in plus-size only stores. This was a particularly difficult thing to accept given that my friends were still shopping for single-digit sizes.I loved myself, but I hated by body, and I had to finally realize that one was not separate from the other. If I was having a good, confident day, but then tried something on, my whole mood would dampen. And if I were having a bad day, my weight would only make me feel worse. I was the fat, chubby girl for as long as I could remember. I hated doctor visits, becau se my pediatrician would show me a graph of how much I kept gaining. I hated sleepovers, because my friends would share clothes and talk about the boys that flirt with them, and I couldnt participate. I hated shopping and getting dressed, because nothing ever fit or looked the way it was supposed to. It was all so hard and such a drag. I was officially worn out from my weight.I finally had the epiphany Ilana, you only have this one body, you might as well make it rockI had to get real. I had to understand that just because some people stay thin ordering pizza and fries didnt mean I could. These were the same people who could also eat one cookie, be satisfied, and stop, and I didnt have that in me just yet. One cookie felt like permission to have more, and more, and more. I like to eat a lot, so I had to figure out a way to fill up and lose weight at the same time. I also couldnt tell myself not to eat any dessert or junk foods, because that would only ever last a few days before I f ound myself eating them again. I grew up hearing about every diet because my parents tried them all and time and time again, but I knew there was a missing element.I needed a more positive approach that felt more fun than force. By that time, I had taken over 100 hours of nutrition courses from dietitians at weight loss camp so I knew what to eat, I just needed to connect it to how I would get myself to want to eat it. I brought in forms of accountability that kept me aware and kept me learning what was working and what wasnt.At weight loss camp, food was restricted, so you couldnt eat even if you wanted to. But at home, I had access to whatever I wanted, so I needed to understand how to eat well within a real lifestyle. I realized that I could microwave two frozen blocks of Birdseye broccoli with butter spray and salt and eat it in front of the tv like I used to eat popcorn, and the scale would still drop. I realized that if I made whole eggs in a pan, I would be tempted to soak up the yolk with a slice of bread, but if I made egg whites, I was more in control. I realized fruit wasnt unlimited, so I had to figure out where fruit fit in. I realized I could actually weave in some desserts, and later, cocktails, and still binnensee that scale drop.Through college, I also joined a sorority and had to figure out how to lose weight and keep it off with all the drinking, partying and late-night eating, so I took the challenge and found more creative ways to make the most of it. I would skip the sugary mixers and stick to the straight stuff, and when everyone came back to pizza and bagels, I would raid the salad bar for artichokes and hearts of palm, and dip them in sesame miso dressing (you should try it). I had to figure out how I could eat at Chipotle, Noodles Company, and Jimmy Johns with my friends, but still fill up and lose weight.I never skimped out on flavor or portion, but I had to get smarter about swaps and better control techniques throughout the day to set myself up for success.This article originally appeared on Betches Lifestyle.

The Do This, Get That Guide On What Is Resume Title

The Do This, Get That Guide On What Is Resume Title It also needs to concentrate on the qualifications which are most relevant to the job that youre appling for. Resumes may be used for a number of reasons, but most often theyre utilized to secure new employment. Also find How to compose an effective resume to locate a good Job.Job titles change from one company to the next, which means you need to select a title thats recognizable to the majority of employers and recruiters. In addition, they can be useful tools you can use to search for jobs in your industry. Its vital that you dont simply apply these resumes verbatim. Resumes might be organized in various ways. If you own a headline too, place the profile right underneath the headline. If youre a seasoned professional, a resume headline provides you with the chance to call out a couple of your best accomplishments. Located at the very top of your resume beneath your name and contact info, a headline permits a recruiter to see quickly and concisely what makes you the correct person for the job. Making your headline pertinent to the job which youre applying to is crucial. Choosing What Is Resume Title In the same style, an effective resume title is also essential for a well-written resume. The matter with changing your work title is the fact that it wont match your employment history. The title is similar to the very first impression you draw upon the individual. The title of your resume should map to the kind of job you are searching for. Its not a formal document on which you have to attest that everything youve written is accurate, such as, for instance, a work application, but using alternative job titles could lead to problems sooner or later. Read your revamped resume with an important eye to make certain it reflects you. Its definitely actually not completely necessary but should you put various titles, its going to aid you only. In the modern world there are lots of tactics to learn about the resume titles already offered. Its as if the individual is expecting the hiring manager to guess what sort of job they are searching for. Odds are that an ATS will scan your resume before someone ever requires a look at it. Thus a title must have each of the words which make an individual learn more about you. Whispered What Is Resume Title Secrets If your very last punkt was Director of Software Development, then this is probably the Job Title you wish to use. Thus, a resume has to be good actually very excellent. Or you may use a Job Title that is more general and not as specific. Lets look at some fantastic headlines for experienced applicants in a couple of diverse industries. Choose a job category below to get started exploring our assortment of thousands and thousands of high-quality resume samples. In the event the listing puts a huge emphasis on project management, be certain to add it to the title. But if youre targeting an extremely specific listing, y ou wish to modify your approach slightly. Your cover letter should concentrate on merely a few abilities and accomplishments which are the absolute most relevant to your intended job. Its possible to quickly convey your work focus with a quick noun phrase, referred to as a title statement, centered beneath the header of your resume. Hence, make note of them also so it would help making the appropriate mixture of phrases. To put it differently, its about the firms needs, not your own preferences.

9 Dos Donts for Firing an Employee

9 Dos Donts for Firing an EmployeeSearch 9 Dos Donts for Firing an Employee Share this articleTwitterLinkedinFacebookschmelzglas How to Let Employees Go With Dignity Keep Morale High at the amtsstubeIf yure an employer, youve likely had to fire people. Its never easy and the process can be fraught with hazards. Keep in mind unterstellung nine tips for firing an employee 1. DoConsider the need to terminate an employee carefully. If the decision is sound and rational, act quickly so the eignung damage to yur geschftsleben and/or staff morale is elend allowed to linger any longer than necessary. 2. DontAssign the task to someone who doesnt directly supervise the employee. Putting the unpleasant duty on someone who has not been directly responsible for the employee being terminated is likely to upset the employee, and the move will be noticed by your remaining staff. In addition, the rolle doing the firing is unlikely to have any personal stake in umgang the termination well. 3. DoHave clear company standards in distributions-mix and in writing that outline what behaviors or wertzuwachs issues constitute a termination-worthy offense. Verify the facts surrounding their behavior, wertzuwachs, or activity that violates those specific standards. If the employee is being fired for poor performance, document that you have held multiple meetings with them to address the performance issue prior to the decision to terminate their employment. 4. DontFire an employee on the spot. Unless the employees behaviors or actions are so egregious or dangerous that serious damage to the company or the safety of others is threatened, take time to think it over first. Get your ducks in a row, your emotions under control, and your paperwork taken care of before letting the employee go. 5. DoShow respect for the employee.Never email a termination notice or stick it in their mailbox. Conduct the firing someplace private. Have a letter prepared outlining the reasons for the firing , date of firing, and when benefits will end. Hand that letter to the employee along with his or her final paycheck, unless theres a contract that specifies otherwise. Make koranvers you are aware of their transportation situation. Dont fire them in the morning if they are counting on a company carpool to get home at the end of the day. 6. DontFire or lay off people on Friday or just before a holiday.Being fired is a traumatic experience. Bear in mind that emotional help, counseling, or advisory services might not be available on weekends or over holidays. If you let the person go earlier in the week, it gives them a option to get a jump-start on finding another job. 7. DoHave someone else present.If you have a philanthropisch resources department, it should be one of them. Have them take notes. If you make any kind of recording of the meeting, tell the employee up front. Make sure you have plans for security. If you have security people, have them close by. Terminations are traum atic and emotions can andrang very high.8. DontAllow the meeting to become an argument over whether the firing decision welches fair or correct.Allow the employee to ask questions. Be sympathetic, but firm. Make it clear that the decision is final. 9. DoCarefully follow your companys termination policies and procedures to the letter.Secure or back up any computer files, records, or company information the employee may have charge over in case they take the news badly. Consult your attorney if you suspect the termination might trigger a lawsuit. If you must let someone go, be quick, be kind, and be careful.Related Salary.com Content 12 Intangibles to Consider Before Accepting a Job Offer Is Your Commute a Drag? Here are the Average Commute Times in Each State 10 Ways to Avoid Office Politics From our trusted Partners From our trusted Partners Home Articles 9 Dos Donts for Firing an Employee9 Dos Donts for Firing an EmployeeSearch 9 Dos Donts fo r Firing an Employee Share this articleTwitterLinkedinFacebookemail How to Let Employees Go With Dignity Keep Morale High at the OfficeIf youre an employer, youve likely had to fire people. Its never easy and the process can be fraught with hazards. Keep in mind these nine tips for firing an employee 1. DoConsider the need to terminate an employee carefully. If the decision is sound and rational, act quickly so the potential damage to your business and/or staff morale is not allowed to linger any longer than necessary. 2. DontAssign the task to someone who doesnt directly supervise the employee. Putting the unpleasant duty on someone who has not been directly responsible for the employee being terminated is likely to upset the employee, and the move will be noticed by your remaining staff. In addition, the person doing the firing is unlikely to have any personal stake in handling the termination well. 3. DoHave clear company standards in place and in writing that outline what be haviors or performance issues constitute a termination-worthy offense. Verify the facts surrounding their behavior, performance, or activity that violates those specific standards. If the employee is being fired for poor performance, document that you have held multiple meetings with them to address the performance issue prior to the decision to terminate their employment. 4. DontFire an employee on the spot. Unless the employees behaviors or actions are so egregious or dangerous that serious damage to the company or the safety of others is threatened, take time to think it over first. Get your ducks in a row, your emotions under control, and your paperwork taken care of before letting the employee go. 5. DoShow respect for the employee.Never email a termination notice or stick it in their mailbox. Conduct the firing someplace private. Have a letter prepared outlining the reasons for the firing, date of firing, and when benefits will end. Hand that letter to the employee along wi th his or her final paycheck, unless theres a contract that specifies otherwise. Make sure you are aware of their transportation situation. Dont fire them in the morning if they are counting on a company carpool to get home at the end of the day. 6. DontFire or lay off people on Friday or just before a holiday.Being fired is a traumatic experience. Bear in mind that emotional help, counseling, or advisory services might not be available on weekends or over holidays. If you let the person go earlier in the week, it gives them a chance to get a jump-start on finding another job. 7. DoHave someone else present.If you have a human resources department, it should be one of them. Have them take notes. If you make any kind of recording of the meeting, tell the employee up front. Make sure you have plans for security. If you have security people, have them close by. Terminations are traumatic and emotions can run very high.8. DontAllow the meeting to become an argument over whether the fi ring decision was fair or correct.Allow the employee to ask questions. Be sympathetic, but firm. Make it clear that the decision is final. 9. DoCarefully follow your companys termination policies and procedures to the letter.Secure or back up any computer files, records, or company information the employee may have charge over in case they take the news badly. Consult your attorney if you suspect the termination might trigger a lawsuit. If you must let someone go, be quick, be kind, and be careful.Related Salary.com Content 12 Intangibles to Consider Before Accepting a Job Offer Is Your Commute a Drag? Here are the Average Commute Times in Each State 10 Ways to Avoid Office Politics From our trusted Partners From our trusted Partners Home Articles 9 Dos Donts for Firing an Employee9 Dos Donts for Firing an EmployeeSearch 9 Dos Donts for Firing an Employee Share this articleTwitterLinkedinFacebookemail How to Let Employees Go With Dignity Ke ep Morale High at the OfficeIf youre an employer, youve likely had to fire people. Its never easy and the process can be fraught with hazards. Keep in mind these nine tips for firing an employee 1. DoConsider the need to terminate an employee carefully. If the decision is sound and rational, act quickly so the potential damage to your business and/or staff morale is not allowed to linger any longer than necessary. 2. DontAssign the task to someone who doesnt directly supervise the employee. Putting the unpleasant duty on someone who has not been directly responsible for the employee being terminated is likely to upset the employee, and the move will be noticed by your remaining staff. In addition, the person doing the firing is unlikely to have any personal stake in handling the termination well. 3. DoHave clear company standards in place and in writing that outline what behaviors or performance issues constitute a termination-worthy offense. Verify the facts surrounding their beha vior, performance, or activity that violates those specific standards. If the employee is being fired for poor performance, document that you have held multiple meetings with them to address the performance issue prior to the decision to terminate their employment. 4. DontFire an employee on the spot. Unless the employees behaviors or actions are so egregious or dangerous that serious damage to the company or the safety of others is threatened, take time to think it over first. Get your ducks in a row, your emotions under control, and your paperwork taken care of before letting the employee go. 5. DoShow respect for the employee.Never email a termination notice or stick it in their mailbox. Conduct the firing someplace private. Have a letter prepared outlining the reasons for the firing, date of firing, and when benefits will end. Hand that letter to the employee along with his or her final paycheck, unless theres a contract that specifies otherwise. Make sure you are aware of th eir transportation situation. Dont fire them in the morning if they are counting on a company carpool to get home at the end of the day. 6. DontFire or lay off people on Friday or just before a holiday.Being fired is a traumatic experience. Bear in mind that emotional help, counseling, or advisory services might not be available on weekends or over holidays. If you let the person go earlier in the week, it gives them a chance to get a jump-start on finding another job. 7. DoHave someone else present.If you have a human resources department, it should be one of them. Have them take notes. If you make any kind of recording of the meeting, tell the employee up front. Make sure you have plans for security. If you have security people, have them close by. Terminations are traumatic and emotions can run very high.8. DontAllow the meeting to become an argument over whether the firing decision was fair or correct.Allow the employee to ask questions. Be sympathetic, but firm. Make it clear that the decision is final. 9. DoCarefully follow your companys termination policies and procedures to the letter.Secure or back up any computer files, records, or company information the employee may have charge over in case they take the news badly. Consult your attorney if you suspect the termination might trigger a lawsuit. If you must let someone go, be quick, be kind, and be careful.Related Salary.com Content 12 Intangibles to Consider Before Accepting a Job Offer Is Your Commute a Drag? Here are the Average Commute Times in Each State 10 Ways to Avoid Office Politics From our trusted Partners From our trusted Partners Home Articles 9 Dos Donts for Firing an Employee9 Dos Donts for Firing an EmployeeSearch 9 Dos Donts for Firing an Employee Share this articleTwitterLinkedinFacebookemail How to Let Employees Go With Dignity Keep Morale High at the OfficeIf youre an employer, youve likely had to fire people. Its never easy and the proc ess can be fraught with hazards. Keep in mind these nine tips for firing an employee 1. DoConsider the need to terminate an employee carefully. If the decision is sound and rational, act quickly so the potential damage to your business and/or staff morale is not allowed to linger any longer than necessary. 2. DontAssign the task to someone who doesnt directly supervise the employee. Putting the unpleasant duty on someone who has not been directly responsible for the employee being terminated is likely to upset the employee, and the move will be noticed by your remaining staff. In addition, the person doing the firing is unlikely to have any personal stake in handling the termination well. 3. DoHave clear company standards in place and in writing that outline what behaviors or performance issues constitute a termination-worthy offense. Verify the facts surrounding their behavior, performance, or activity that violates those specific standards. If the employee is being fired for poor performance, document that you have held multiple meetings with them to address the performance issue prior to the decision to terminate their employment. 4. DontFire an employee on the spot. Unless the employees behaviors or actions are so egregious or dangerous that serious damage to the company or the safety of others is threatened, take time to think it over first. Get your ducks in a row, your emotions under control, and your paperwork taken care of before letting the employee go. 5. DoShow respect for the employee.Never email a termination notice or stick it in their mailbox. Conduct the firing someplace private. Have a letter prepared outlining the reasons for the firing, date of firing, and when benefits will end. Hand that letter to the employee along with his or her final paycheck, unless theres a contract that specifies otherwise. Make sure you are aware of their transportation situation. Dont fire them in the morning if they are counting on a company carpool to get h ome at the end of the day. 6. DontFire or lay off people on Friday or just before a holiday.Being fired is a traumatic experience. Bear in mind that emotional help, counseling, or advisory services might not be available on weekends or over holidays. If you let the person go earlier in the week, it gives them a chance to get a jump-start on finding another job. 7. DoHave someone else present.If you have a human resources department, it should be one of them. Have them take notes. If you make any kind of recording of the meeting, tell the employee up front. Make sure you have plans for security. If you have security people, have them close by. Terminations are traumatic and emotions can run very high.8. DontAllow the meeting to become an argument over whether the firing decision was fair or correct.Allow the employee to ask questions. Be sympathetic, but firm. Make it clear that the decision is final. 9. DoCarefully follow your companys termination policies and procedures to the l etter.Secure or back up any computer files, records, or company information the employee may have charge over in case they take the news badly. Consult your attorney if you suspect the termination might trigger a lawsuit. If you must let someone go, be quick, be kind, and be careful.Related Salary.com Content 12 Intangibles to Consider Before Accepting a Job Offer Is Your Commute a Drag? Here are the Average Commute Times in Each State 10 Ways to Avoid Office Politics From our trusted Partners From our trusted Partners Home Articles 9 Dos Donts for Firing an Employee9 Dos Donts for Firing an EmployeeSearch 9 Dos Donts for Firing an Employee Share this articleTwitterLinkedinFacebookemail How to Let Employees Go With Dignity Keep Morale High at the OfficeIf youre an employer, youve likely had to fire people. Its never easy and the process can be fraught with hazards. Keep in mind these nine tips for firing an employee 1. DoConsider the need t o terminate an employee carefully. If the decision is sound and rational, act quickly so the potential damage to your business and/or staff morale is not allowed to linger any longer than necessary. 2. DontAssign the task to someone who doesnt directly supervise the employee. Putting the unpleasant duty on someone who has not been directly responsible for the employee being terminated is likely to upset the employee, and the move will be noticed by your remaining staff. In addition, the person doing the firing is unlikely to have any personal stake in handling the termination well. 3. DoHave clear company standards in place and in writing that outline what behaviors or performance issues constitute a termination-worthy offense. Verify the facts surrounding their behavior, performance, or activity that violates those specific standards. If the employee is being fired for poor performance, document that you have held multiple meetings with them to address the performance issue prior t o the decision to terminate their employment. 4. DontFire an employee on the spot. Unless the employees behaviors or actions are so egregious or dangerous that serious damage to the company or the safety of others is threatened, take time to think it over first. Get your ducks in a row, your emotions under control, and your paperwork taken care of before letting the employee go. 5. DoShow respect for the employee.Never email a termination notice or stick it in their mailbox. Conduct the firing someplace private. Have a letter prepared outlining the reasons for the firing, date of firing, and when benefits will end. Hand that letter to the employee along with his or her final paycheck, unless theres a contract that specifies otherwise. Make sure you are aware of their transportation situation. Dont fire them in the morning if they are counting on a company carpool to get home at the end of the day. 6. DontFire or lay off people on Friday or just before a holiday.Being fired is a traumatic experience. Bear in mind that emotional help, counseling, or advisory services might not be available on weekends or over holidays. If you let the person go earlier in the week, it gives them a chance to get a jump-start on finding another job. 7. DoHave someone else present.If you have a human resources department, it should be one of them. Have them take notes. If you make any kind of recording of the meeting, tell the employee up front. Make sure you have plans for security. If you have security people, have them close by. Terminations are traumatic and emotions can run very high.8. DontAllow the meeting to become an argument over whether the firing decision was fair or correct.Allow the employee to ask questions. Be sympathetic, but firm. Make it clear that the decision is final. 9. DoCarefully follow your companys termination policies and procedures to the letter.Secure or back up any computer files, records, or company information the employee may have charge over in case they take the news badly. Consult your attorney if you suspect the termination might trigger a lawsuit. If you must let someone go, be quick, be kind, and be careful.Related Salary.com Content 12 Intangibles to Consider Before Accepting a Job Offer Is Your Commute a Drag? Here are the Average Commute Times in Each State 10 Ways to Avoid Office Politics From our trusted Partners From our trusted Partners Home Articles 9 Dos Donts for Firing an Employee9 Dos Donts for Firing an EmployeeSearch 9 Dos Donts for Firing an Employee Share this articleTwitterLinkedinFacebookemail How to Let Employees Go With Dignity Keep Morale High at the OfficeIf youre an employer, youve likely had to fire people. Its never easy and the process can be fraught with hazards. Keep in mind these nine tips for firing an employee 1. DoConsider the need to terminate an employee carefully. If the decision is sound and rational, act quickly so the potential damage to your business and/or staff morale is not allowed to linger any longer than necessary. 2. DontAssign the task to someone who doesnt directly supervise the employee. Putting the unpleasant duty on someone who has not been directly responsible for the employee being terminated is likely to upset the employee, and the move will be noticed by your remaining staff. In addition, the person doing the firing is unlikely to have any personal stake in handling the termination well. 3. DoHave clear company standards in place and in writing that outline what behaviors or performance issues constitute a termination-worthy offense. Verify the facts surrounding their behavior, performance, or activity that violates those specific standards. If the employee is being fired for poor performance, document that you have held multiple meetings with them to address the performance issue prior to the decision to terminate their employment. 4. DontFire an employee on the spot. Unless the employees behavi ors or actions are so egregious or dangerous that serious damage to the company or the safety of others is threatened, take time to think it over first. Get your ducks in a row, your emotions under control, and your paperwork taken care of before letting the employee go. 5. DoShow respect for the employee.Never email a termination notice or stick it in their mailbox. Conduct the firing someplace private. Have a letter prepared outlining the reasons for the firing, date of firing, and when benefits will end. Hand that letter to the employee along with his or her final paycheck, unless theres a contract that specifies otherwise. Make sure you are aware of their transportation situation. Dont fire them in the morning if they are counting on a company carpool to get home at the end of the day. 6. DontFire or lay off people on Friday or just before a holiday.Being fired is a traumatic experience. Bear in mind that emotional help, counseling, or advisory services might not be availabl e on weekends or over holidays. If you let the person go earlier in the week, it gives them a chance to get a jump-start on finding another job. 7. DoHave someone else present.If you have a human resources department, it should be one of them. Have them take notes. If you make any kind of recording of the meeting, tell the employee up front. Make sure you have plans for security. If you have security people, have them close by. Terminations are traumatic and emotions can run very high.8. DontAllow the meeting to become an argument over whether the firing decision was fair or correct.Allow the employee to ask questions. Be sympathetic, but firm. Make it clear that the decision is final. 9. DoCarefully follow your companys termination policies and procedures to the letter.Secure or back up any computer files, records, or company information the employee may have charge over in case they take the news badly. Consult your attorney if you suspect the termination might trigger a lawsuit . If you must let someone go, be quick, be kind, and be careful.Related Salary.com Content 12 Intangibles to Consider Before Accepting a Job Offer Is Your Commute a Drag? Here are the Average Commute Times in Each State 10 Ways to Avoid Office Politics From our trusted Partners From our trusted Partners Home Articles 9 Dos Donts for Firing an Employee9 Dos Donts for Firing an EmployeeSearch 9 Dos Donts for Firing an Employee Share this articleTwitterLinkedinFacebookemail How to Let Employees Go With Dignity Keep Morale High at the OfficeIf youre an employer, youve likely had to fire people. Its never easy and the process can be fraught with hazards. Keep in mind these nine tips for firing an employee 1. DoConsider the need to terminate an employee carefully. If the decision is sound and rational, act quickly so the potential damage to your business and/or staff morale is not allowed to linger any longer than necessary. 2. DontAssign the tas k to someone who doesnt directly supervise the employee. Putting the unpleasant duty on someone who has not been directly responsible for the employee being terminated is likely to upset the employee, and the move will be noticed by your remaining staff. In addition, the person doing the firing is unlikely to have any personal stake in handling the termination well. 3. DoHave clear company standards in place and in writing that outline what behaviors or performance issues constitute a termination-worthy offense. Verify the facts surrounding their behavior, performance, or activity that violates those specific standards. If the employee is being fired for poor performance, document that you have held multiple meetings with them to address the performance issue prior to the decision to terminate their employment. 4. DontFire an employee on the spot. Unless the employees behaviors or actions are so egregious or dangerous that serious damage to the company or the safety of others is thr eatened, take time to think it over first. Get your ducks in a row, your emotions under control, and your paperwork taken care of before letting the employee go. 5. DoShow respect for the employee.Never email a termination notice or stick it in their mailbox. Conduct the firing someplace private. Have a letter prepared outlining the reasons for the firing, date of firing, and when benefits will end. Hand that letter to the employee along with his or her final paycheck, unless theres a contract that specifies otherwise. Make sure you are aware of their transportation situation. Dont fire them in the morning if they are counting on a company carpool to get home at the end of the day. 6. DontFire or lay off people on Friday or just before a holiday.Being fired is a traumatic experience. Bear in mind that emotional help, counseling, or advisory services might not be available on weekends or over holidays. If you let the person go earlier in the week, it gives them a chance to get a jump-start on finding another job. 7. DoHave someone else present.If you have a human resources department, it should be one of them. Have them take notes. If you make any kind of recording of the meeting, tell the employee up front. Make sure you have plans for security. If you have security people, have them close by. Terminations are traumatic and emotions can run very high.8. DontAllow the meeting to become an argument over whether the firing decision was fair or correct.Allow the employee to ask questions. Be sympathetic, but firm. Make it clear that the decision is final. 9. DoCarefully follow your companys termination policies and procedures to the letter.Secure or back up any computer files, records, or company information the employee may have charge over in case they take the news badly. Consult your attorney if you suspect the termination might trigger a lawsuit. If you must let someone go, be quick, be kind, and be careful.Related Salary.com Content 12 Intangibles to Consider Before Accepting a Job Offer Is Your Commute a Drag? Here are the Average Commute Times in Each State 10 Ways to Avoid Office Politics From our trusted Partners From our trusted Partners Home Articles 9 Dos Donts for Firing an Employee9 Dos Donts for Firing an EmployeeSearch 9 Dos Donts for Firing an Employee Share this articleTwitterLinkedinFacebookemail How to Let Employees Go With Dignity Keep Morale High at the OfficeIf youre an employer, youve likely had to fire people. Its never easy and the process can be fraught with hazards. Keep in mind these nine tips for firing an employee 1. DoConsider the need to terminate an employee carefully. If the decision is sound and rational, act quickly so the potential damage to your business and/or staff morale is not allowed to linger any longer than necessary. 2. DontAssign the task to someone who doesnt directly supervise the employee. Putting the unpleasant duty on someone who has not be en directly responsible for the employee being terminated is likely to upset the employee, and the move will be noticed by your remaining staff. In addition, the person doing the firing is unlikely to have any personal stake in handling the termination well. 3. DoHave clear company standards in place and in writing that outline what behaviors or performance issues constitute a termination-worthy offense. Verify the facts surrounding their behavior, performance, or activity that violates those specific standards. If the employee is being fired for poor performance, document that you have held multiple meetings with them to address the performance issue prior to the decision to terminate their employment. 4. DontFire an employee on the spot. Unless the employees behaviors or actions are so egregious or dangerous that serious damage to the company or the safety of others is threatened, take time to think it over first. Get your ducks in a row, your emotions under control, and your pape rwork taken care of before letting the employee go. 5. DoShow respect for the employee.Never email a termination notice or stick it in their mailbox. Conduct the firing someplace private. Have a letter prepared outlining the reasons for the firing, date of firing, and when benefits will end. Hand that letter to the employee along with his or her final paycheck, unless theres a contract that specifies otherwise. Make sure you are aware of their transportation situation. Dont fire them in the morning if they are counting on a company carpool to get home at the end of the day. 6. DontFire or lay off people on Friday or just before a holiday.Being fired is a traumatic experience. Bear in mind that emotional help, counseling, or advisory services might not be available on weekends or over holidays. If you let the person go earlier in the week, it gives them a chance to get a jump-start on finding another job. 7. DoHave someone else present.If you have a human resources department, i t should be one of them. Have them take notes. If you make any kind of recording of the meeting, tell the employee up front. Make sure you have plans for security. If you have security people, have them close by. Terminations are traumatic and emotions can run very high.8. DontAllow the meeting to become an argument over whether the firing decision was fair or correct.Allow the employee to ask questions. Be sympathetic, but firm. Make it clear that the decision is final. 9. DoCarefully follow your companys termination policies and procedures to the letter.Secure or back up any computer files, records, or company information the employee may have charge over in case they take the news badly. Consult your attorney if you suspect the termination might trigger a lawsuit. If you must let someone go, be quick, be kind, and be careful.Related Salary.com Content 12 Intangibles to Consider Before Accepting a Job Offer Is Your Commute a Drag? Here are the Average Commute Times in Each State 10 Ways to Avoid Office Politics From our trusted Partners From our trusted Partners Home Articles 9 Dos Donts for Firing an Employee9 Dos Donts for Firing an EmployeeSearch 9 Dos Donts for Firing an Employee Share this articleTwitterLinkedinFacebookemail How to Let Employees Go With Dignity Keep Morale High at the OfficeIf youre an employer, youve likely had to fire people. Its never easy and the process can be fraught with hazards. Keep in mind these nine tips for firing an employee 1. DoConsider the need to terminate an employee carefully. If the decision is sound and rational, act quickly so the potential damage to your business and/or staff morale is not allowed to linger any longer than necessary. 2. DontAssign the task to someone who doesnt directly supervise the employee. Putting the unpleasant duty on someone who has not been directly responsible for the employee being terminated is likely to upset the employee, and the move will b e noticed by your remaining staff. In addition, the person doing the firing is unlikely to have any personal stake in handling the termination well. 3. DoHave clear company standards in place and in writing that outline what behaviors or performance issues constitute a termination-worthy offense. Verify the facts surrounding their behavior, performance, or activity that violates those specific standards. If the employee is being fired for poor performance, document that you have held multiple meetings with them to address the performance issue prior to the decision to terminate their employment. 4. DontFire an employee on the spot. Unless the employees behaviors or actions are so egregious or dangerous that serious damage to the company or the safety of others is threatened, take time to think it over first. Get your ducks in a row, your emotions under control, and your paperwork taken care of before letting the employee go. 5. DoShow respect for the employee.Never email a termin ation notice or stick it in their mailbox. Conduct the firing someplace private. Have a letter prepared outlining the reasons for the firing, date of firing, and when benefits will end. Hand that letter to the employee along with his or her final paycheck, unless theres a contract that specifies otherwise. Make sure you are aware of their transportation situation. Dont fire them in the morning if they are counting on a company carpool to get home at the end of the day. 6. DontFire or lay off people on Friday or just before a holiday.Being fired is a traumatic experience. Bear in mind that emotional help, counseling, or advisory services might not be available on weekends or over holidays. If you let the person go earlier in the week, it gives them a chance to get a jump-start on finding another job. 7. DoHave someone else present.If you have a human resources department, it should be one of them. Have them take notes. If you make any kind of recording of the meeting, tell the empl oyee up front. Make sure you have plans for security. If you have security people, have them close by. Terminations are traumatic and emotions can run very high.8. DontAllow the meeting to become an argument over whether the firing decision was fair or correct.Allow the employee to ask questions. Be sympathetic, but firm. Make it clear that the decision is final. 9. DoCarefully follow your companys termination policies and procedures to the letter.Secure or back up any computer files, records, or company information the employee may have charge over in case they take the news badly. Consult your attorney if you suspect the termination might trigger a lawsuit. If you must let someone go, be quick, be kind, and be careful.Related Salary.com Content 12 Intangibles to Consider Before Accepting a Job Offer Is Your Commute a Drag? Here are the Average Commute Times in Each State 10 Ways to Avoid Office Politics From our trusted Partners From our trusted Partners Home Articles 9 Dos Donts for Firing an Employee9 Dos Donts for Firing an EmployeeSearch 9 Dos Donts for Firing an Employee Share this articleTwitterLinkedinFacebookemail How to Let Employees Go With Dignity Keep Morale High at the OfficeIf youre an employer, youve likely had to fire people. Its never easy and the process can be fraught with hazards. Keep in mind these nine tips for firing an employee 1. DoConsider the need to terminate an employee carefully. If the decision is sound and rational, act quickly so the potential damage to your business and/or staff morale is not allowed to linger any longer than necessary. 2. DontAssign the task to someone who doesnt directly supervise the employee. Putting the unpleasant duty on someone who has not been directly responsible for the employee being terminated is likely to upset the employee, and the move will be noticed by your remaining staff. In addition, the person doing the firing is unlikely to have any personal s take in handling the termination well. 3. DoHave clear company standards in place and in writing that outline what behaviors or performance issues constitute a termination-worthy offense. Verify the facts surrounding their behavior, performance, or activity that violates those specific standards. If the employee is being fired for poor performance, document that you have held multiple meetings with them to address the performance issue prior to the decision to terminate their employment. 4. DontFire an employee on the spot. Unless the employees behaviors or actions are so egregious or dangerous that serious damage to the company or the safety of others is threatened, take time to think it over first. Get your ducks in a row, your emotions under control, and your paperwork taken care of before letting the employee go. 5. DoShow respect for the employee.Never email a termination notice or stick it in their mailbox. Conduct the firing someplace private. Have a letter prepared outlin ing the reasons for the firing, date of firing, and when benefits will end. Hand that letter to the employee along with his or her final paycheck, unless theres a contract that specifies otherwise. Make sure you are aware of their transportation situation. Dont fire them in the morning if they are counting on a company carpool to get home at the end of the day. 6. DontFire or lay off people on Friday or just before a holiday.Being fired is a traumatic experience. Bear in mind that emotional help, counseling, or advisory services might not be available on weekends or over holidays. If you let the person go earlier in the week, it gives them a chance to get a jump-start on finding another job. 7. DoHave someone else present.If you have a human resources department, it should be one of them. Have them take notes. If you make any kind of recording of the meeting, tell the employee up front. Make sure you have plans for security. If you have security people, have them close by. Termina tions are traumatic and emotions can run very high.8. DontAllow the meeting to become an argument over whether the firing decision was fair or correct.Allow the employee to ask questions. Be sympathetic, but firm. Make it clear that the decision is final. 9. DoCarefully follow your companys termination policies and procedures to the letter.Secure or back up any computer files, records, or company information the employee may have charge over in case they take the news badly. Consult your attorney if you suspect the termination might trigger a lawsuit. If you must let someone go, be quick, be kind, and be careful.Related Salary.com Content 12 Intangibles to Consider Before Accepting a Job Offer Is Your Commute a Drag? Here are the Average Commute Times in Each State 10 Ways to Avoid Office Politics From our trusted Partners From our trusted Partners Home Articles 9 Dos Donts for Firing an Employee