Employee Termination and Counselling Plan

This assignment focuses on the process of employee termination. It presents a case study involving an employee, Ms. M, whose performance is unsatisfactory. The task requires you to develop a counselling plan for Ms. M, outlining performance expectations, warning procedures, feedback mechanisms, and a termination interview process. The plan should adhere to legal and ethical standards, ensuring fairness and transparency throughout the process.

Running Head: Separation and Termination 0
Manage separation and
termination

Separation and Termination 1
Table of Contents
Introduction.................................................................................................................................................3
ASSIGNMENT 1.......................................................................................................................................4
Task 1.........................................................................................................................................................4
Features of system of separation..............................................................................................................4
Implement processes to develop termination activities............................................................................4
Types of Separations...............................................................................................................................6
Retirement...........................................................................................................................................6
Resignation..........................................................................................................................................6
Layoff..................................................................................................................................................6
Retrenchment.......................................................................................................................................6
Dismissal.............................................................................................................................................6
Outlining procedures...............................................................................................................................7
Unfair and Unlawful Dismissal...............................................................................................................8
Record of Policies and Procedures..........................................................................................................8
Task 2.........................................................................................................................................................8
ASSIGNMENT 2.....................................................................................................................................10
Task 1.......................................................................................................................................................10
Introduction...........................................................................................................................................10
Role of HR consultant...........................................................................................................................10
Principles to implement the process......................................................................................................11
Recommendations.................................................................................................................................12
Task 2.......................................................................................................................................................14
References.................................................................................................................................................16

Separation and Termination 2
Table of Figures
Figure 1 Direct Termination.........................................................................................................................5
Figure 2 Types of Separation.......................................................................................................................7
Figure 3 Performance evaluation..............................................................................................................13

Separation and Termination 3
Introduction
The topic that being covered in these four tasks are dealing with the redeployment, resignation,
termination and redundancy which include the conduct of exit interviews. The responsibility is
with those individuals who manages the voluntary and involuntary termination of employment.
The assignment covers the policies and procedures for separation and how they can manage the
process of termination with exit interview process. Based on the case study a report has been
made in order to advice how a manager can cope up with the situation and be fair to all parties
included.

Separation and Termination 4
ASSIGNMENT 1
Task 1
The organization chosen for the assignment Google Inc., for which the policies or procedural
manual for the process of termination. The existing termination process in the organization has
set code of conducts that needs to be followed and based on these code of conducts of the
organization the policies are being developed. In order to understand the best practice system of
termination policies it requires to develop some appropriate policies for termination that ensures
legal requirements, improves the quality of activities include in termination, grounds of
dismissal, redundancy, voluntary termination.
Features of system of separation
Google Inc. has formed a commission which is an independent body carries functions regarding
fair treatment at the workplace and equity for the personnel in spite of their position. The
commission ensures that the safety is provided at the work place, provides facility in good faith
while making enterprise agreements with the employees, it deals well with the unfair dismissal
and regulates the action taken by industries while resolving the issues or disputes arise at the
workplace. The termination policy of Google Inc. is quite rigid in nature, company believes in
direct termination if any misconduct is found from the side of employee. Though they give
written warning and chance to employee to respond appropriately for the misconduct done. Their
provisions are relevant to the legal framework and workplace agreements which ensures that the
termination took place with the compliance of legal requirements. Main feature of their system
of separation is rigidness in nature and strict action at the point of incidence only.

Separation and Termination 5
Implement processes to develop termination activities
The termination process of Google Inc. needs an improvement to ensure that the parties involves
in the activity or issue must get a fair treatment and equity while making decisions. A proper
process must be followed regarding termination of an employee because en employee and
employer relationship is necessary at workplace if both are satisfied with the work and
environment or other policies only then employee will perform well out of his capability. In
order to improve the quality of termination activities Google Inc. can implement the process
explained here under:
 Managers or other expertise must identify the current practices that what policies are
followed by the organization and then they are being evaluated as what changes are
required in the current policies.
 A support should be obtained from superior managers in relation to termination policies.
 Those policies and procedures must be communicated well with the documents as
evidence to the appropriate party.
 Managers or directors or HR consultants who so ever is responsible for terminating
employee must give warnings as possible and on the earliest convenience.
 In the next phase it should be consulted with the union in order to establish the basis of
selection.
 While deciding the basis of selection, length of the service, the efficiency, years of
experience and overall record of attendance. It is suggested that the subjective opinions
are of less significance as compare to staff records which are of more reliability.
 After choosing the basis a fair selection is made within the alignment of basis chosen.
 If nothing works as such then availability of another employment is considered
(Policy.usq.edu.au, 2017).
This whole planning of implementing process to develop or improve the quality of activities in
termination and separation will work for good for the organization like Google Inc. who is
known for its strict actions against misconducts done by their employees and terminate them on
the first place (Kiely, Hor and Keats, 2016).

Separation and Termination 6
Figure 1 Direct Termination
Types of Separations
Separation is a situation where comes a time when the service agreement of an employee in the
organization is about to end. There are varied reasons to move out an employee from an
organization they may be suspension, dismissal, retirement, resignation or layoff. These are
explained briefly here under:
Retirement- It is counted as one of the cause of separation of employees and it is well-defined as
a termination of service when the employee reach a stage of superannuation. Retirement is of
two types one is compulsory retirement and other is voluntary retirement. In compulsory
retirement when employees reach the stage of superannuation they are retired by the company
but in few cases an employee’s expertise and skill is found to be limited then company can call
the employee again in the organization. Whereas in voluntary retirement the employee has given
an option to retire before attaining the stage of superannuation and it comes under a scheme
known as voluntary retirement scheme.
Resignation- It is a termination of service where employee serves a notice to organization called
as resignation. A resignation also may be of voluntary or involuntary. When employee decides
by their own choice to resign on many grounds is known as voluntary resignation. Involuntary
resignation is defined as when the employer show the way to resign due to indiscipline or slack

Separation and Termination 7
behavior by employee at the workplace. In some organizations the separation of employees in
terms of resignation, retirement and death comes under attrition.
Layoff- When the situations are not within the control of employer for example, machine
breakdown, changes in demand depending on the seasons, shortage of raw material, power and
more which leads to separation of employee and known as layoff.
Retrenchment- It is a permanent termination of the services of an employee and the reasons
behind such termination is economy. When the staff is in surplus but the demand for the product
is poor or there is a general slowdown in economy then the organization has to fire employee and
such termination is called as retrenchment.
Dismissal- It is a termination of service on account of some misconduct or unsatisfactory
performance by employee. Even after giving warnings if employee fails to perform as per the
standards of performance set by organization and violation of rules with an intention to do so
invite a drastic step of dismissal (Whatishumanresource.com, 2017).
Figure 2 Types of Separation
Outlining procedures
There is a specific well designed procedure which sets the grounds for dismissal, suspension,
voluntary termination, retirement or redundancy so that a proper line of process is followed
while decision or process of termination take place. Some basic management and interpersonal
rules should be keep in mind to avoid any discrepancies. A better layout should be grounded in

Separation and Termination 8
order to improve the quality of termination activities. The procedure is drafted in accordance
with the Code of Good Practice. This sections contains fair grounds of dismissal or termination,
as misconduct in law term is known as a ground for terminating employee contract in an
organization. The disciplinary procedure consists of giving warnings first for minor
misdemeanors verbally and written warnings for continuous misconducts by particular employee
and later a final warning for a misconduct which happen to be persistent. Proper investigation
should be conducted to get the support of documents and evidences to prove a misconduct
happened. After giving such warnings and make aware the employees or other workers of the
misconduct happening at the workplace, legal procedure should get started if employee continue
with the misconduct and a notice must be issued to employee and other parties involved. The
whole procedure ensures a fair dismissal comes under the light of Code of Good Practice
(Taplin, and Lacey, 2016).
Unfair and Unlawful Dismissal
An unfair dismissal defined as a harsh, unreasonable or unjust dismissal of an employee from the
organization. This may be the reason of dismissal or why is it happened. On the other hand when
the employee is not given a proper notice or payment as required and fired for biased reasons.
Record of Policies and Procedures
The records of evidence of policies and procedures must be kept at each stage of the
development process in compliance of manual. The policy and procedure is a corporate record
which is essential to provide evidence of documents for information to employees and
management. The accountability is of manager who will be responsible that these policies and
procedures are notified and approved and all the documents which are necessary will be
transferred to record keeping department.
Task 2
(a) The functions of management are divided into various categories that are planning,
organizing, staffing, leading and controlling. With a combination of other functions as
well, in order to make aware the employees of their rights and responsibilities related to
their work profile and functions of managers can be performed only with an effective
communication practices by creating smooth flow of information channels and conduct
meetings, managers can find ways to get the solicit feedback. By way of conducting

Separation and Termination 9
meeting with the staff members, a face to face communication to make the staff aware
about their responsibilities and rights. Also a manual can be provided to employees to
make sure that they go through all guidelines (Savitz, and Weber, 2013).
(b) The expertise and skill set required for terminating an employee is a professionalism in
Human Resource or a manager in small business. A proper preparation and training is
needed to ensure that termination or separations are handled in a skillful way for the
better outcomes and for both the parties, employee and company. The departure of
employee should be treated with respect, honesty and dignity with the appropriate
reasons and supported documents for a better and fair decision making. Confidentiality
must be maintained by keeping the meetings private and a process must be followed to
handle even critical situation or conflict like a pro (Hrcouncil.ca, 2017).
(c) The staff members who must be involved in the process of termination are two members
of the management team at the time of termination meeting, the second manager will act
as a witness, employee’s supervisor and head of department where employee works.

Separation and Termination 10
ASSIGNMENT 2
Task 1
Introduction
There are number of ways where employee relationship can be ended depending upon the
circumstances and human resource staff describe it in various terms which can be used
interchangeably. An employee separation and termination are two different phrases that are used
in situations based on the reason of an employee leaving a particular job. An HR practitioner
defines separation as the process where employee has been informed of his termination,
complete the paperwork and other formalities. Whereas termination is done when employee is at
fault and there is a small responsibility that the employee may be hired back.
Being an HR consultant, the advice regarding the case will be a keen knowledge and getting the
facts, proofs and statements clear from each party present at the site. To manage termination in
the given case study there are principles that needs to be implement in the process of separation
and termination. As HR consultant works on the purpose in supporting the organizational
strategies and achievement of goals. When it comes to manage people and the activities they
carry within the judicial framework and focus on fairness and equity in their decisions. An HR
practitioner is able to perform activities that are human resource planning, develop plans to meet
the needs of workers, provide a perfect human resource to organization and look over the issues
occur and activities done by employees by performing an HR services. The management system
of HR in terms of termination of employees must be in accordance with the management
formula. The accountability of HR department in raising the issues regard to separation and
termination policies of an organization is of much significance. In some organization the
accountability is divided with the departmental manager and HR manager and this shared
accountability between both is effective and in compliance with legal provisions involved in
separation and termination of employees (FWC Main Site, 2017).
Role of HR consultant
 Acting as a consultant, HR must be involved in developing and managing the
organizational goals and strategies which includes the policies regarding separation and
termination which will be effectively communicated to the managers.
 While acting as a consultant HR must encourage and support with the issues in human
resource department and make decisions in aspect of the business.

Separation and Termination 11
 Consultant must be aware of the rights in relation to the termination.
 Prepare policies and procedures with the documents who support the various forms of
separation/termination and maintain confidentiality while carrying any such activity.
 Advice divisional department and other managers to sort the issues arising from
workforce in context with resignation, termination and absconding. HR ensures a fair
treatment to all the parties involves in the issue (Kavanagh, and Johnson, 2017).
 A correct procedure must be followed which includes the information necessary that will
be provided to the employee whose is being terminated and the managing director also.
 The procedure must include the whole process of termination consists of getting proper
evidence on whose behalf the managing director make decision to terminate a certain
employee, it must be in compliance with the legal requirements of termination, time limit
for the whole process will be mentioned.
 In the said case, HR must ensure the whole scene and get into the details, facts and
situations to take decision and support Geoff by providing the evidences and proofs so
that a fair treatment is given to employee as well as the managing director.
 A chance must be given to employee in order to hear out his side of the story and record
his statement, based on the statement given by employee the decisions and suggestions
will be provided to the director so that fairness and equity will be maintained (Alphabet
Investor Relations, 2017).
Principles to implement the process
In the given case, where the managing director found Ms. M an employee spending too much
time with the customers that other client wait for long for their drinks and later found out a coin
bag was moved by M which was spotted in the video footage in the cctv by Geoff the managing
director of the hotel where Ms. M is working as a bar tender. Based on the footage and the baggy
attitude observed by Geoff wanted to dismiss M for her misconduct and such attitude at her job
place. The bar manager in the hotel had a discussion regarding the matter with managing director
thinks that the decision is being taken by Geoff must be given a second thought to it and
shouldn’t make any hurry to directly terminate the employee. Now being an HR consultant it is
to be advised that Geoff must follow a certain procedure before taking the harsh decision of
terminating employee on the spot (Bizfilings, 2017). There are principles that need to be

Separation and Termination 12
implemented in the process of termination in this case and consultant need to ensure that the
process will be followed strictly within the compliance of legal framework and organizational
goals. The principles to be considered are:
 The policies must be formed for separation and termination and distinguish the status of
employment in the organization and provide the basis for making decisions regarding
termination of employee.
 The legal obligations must be considered in the process of termination and the legal
framework consists of Commonwealth law, State law and other laws related to tribunals.
 The process must be in alignment with the organization and the way it operates, its
objectives and lastly with the human resource requirements.
 This process includes procedure to be followed while making decision for termination, all
the parties involved in the process must go with the line of procedure set in an
organization.
 HR consultant must form a communication channel through which employee and other
superiors can sort out the issue arise while maintaining confidentiality in the matter.
 Proper documentation and evidences must be kept in support of the issue arise so that
fairness and equity can be maintained in every aspect and persons involve must be
satisfied with the ultimate decision.
Recommendations
In the following case, being a HR consultant it is advised that Geoff must look into the matter
thoroughly and follow the procedure of termination/separation. He must give a chance to
employee after discussing with the bar manager to hear out from employee side regarding her
slack behavior at the workplace and the missing coin bag which was seen in the footage. Instead
what he did was made decision hurriedly even after bar manager advised him to give a second
thought.
What Geoff can do is collect those evidences and document them in a manner that can easily be
assessed. After acquiring all evidences the director must call employee and confront her in the
first instance, ask her the required questions in context with the issue that has been arise due to
her slack attitude and handling client in bar. Make aware about the complaint made against her
ask for the explanation. After hearing out the explanation made by employee it should be

Separation and Termination 13
discussed with other personnel involve in the whole act. If the employee found out to be the
culprit she must be warned at the first fault and then it is to be consulted with the union which
has been established for the criteria of selection of employees. A fair selection will be made after
re-evaluating the statements and evidences against or in favor of the employee and consider the
best alternative for the same. If employee is found out to be at fault after applying all the policies
and procedures then decision for termination can be taken and the process can be started
(Cabrelli, 2016).
While starting up the process things that need to be considered are proper documentation, legal
formalities, the tenure of the employee, experience and outcomes must be made. All the work
will be in compliance with the company’s legal framework, the letter will be issued to employee
for the termination and the reason for the termination is to be mentioned there in clearly, the
benefits which the employee deserve of within the work period of the employee must be given
without any doubt. All the work done will be carried with the alignment of organization’s goals
and their image. HR consultant will ensure that the employee relationship has been ended with
all the formalities done properly and make aware other employee of the incident happen that they
should not repeat the same. The fairness, equity to all parties involved in the act have been
maintained if this advice will be followed by the managing director Geoff and handled the whole
case with expertise and confidentiality is maintained while doing so.

Separation and Termination 14
Task 2
A counselling plan is made where it ensures that the employees understand clearly the standards
required for the performance and advise employee reading the issues where employees do have
the opportunity to respond on it in an appropriate way, a time limit to address the situation
including remedial actions within the assistance of management. Providing warning and held
termination interviews, with the given case study above how Geoff would manage and construct
the termination interview for Ms. M.
A detail counselling plan is made to describe the process when employee needs to be dismissed.
If the misconduct is found out to be serious then there is an instant termination for the situation
without following any further process. The steps which includes in the counselling plan are:
 Performance are identified in instance with unsatisfactory or satisfactory;
 Plan set for improving the performances;
 Evaluation of improvement requirements if the employee fails to match up with it;
 A counselling discussion is carried on with employee and a written first warning is given.
 Plan set for further improvement in performances;
 Evaluation of performances is carried to see if the improvement requirements are met and
failure to do so lead to termination;
 A counselling discussion is held in order to give second warning in written.
 Performance plan set to see the improvisation.
 Evaluation on the improved performances with the set standard of requirements and
failure will lead to termination;
 A detailed counselling session is being held to give third warning in written and it can be
said that final warning is given after discussing it with the employee and committee who
were present in the counselling session.
 Performance improvement plan has been made;
 Screening or evaluation on the performance by employee after the last warning given will
be compared with set standards and if the employee fails to match up with the
improvement requirements it will result in termination without any further discussion
with nay of the party (Capital, 2017).

Separation and Termination 15
The whole plan includes the setting up the objectives, monitor the performances, measure the
actual performance, evaluate with the set standard of performance and lastly counselling
which provides a basic format for the whole process of termination.
Figure 3 Performance evaluation
The counselling plan ensures the expected standards of performance to clear out what an
employee is expected to perform. And if the performance is not achieved by the employee
according to the standard requirement then the process commences of dismissal and warnings
given in written, later the progress is measured from the past performances and the feedback is
provided. While discussion with the employee an opportunity is given to respond appropriately.
In the given case study, the managing director Geoff will construct the plan mentioned above and
follow the process defined by giving warning in written to employee Ms. M and should be given
an opportunity to hear employee side of story. The whole situation must be discussed with
parties involved therein and then conduct termination interview.

Separation and Termination 16
References
Alphabet Investor Relations. (2017). Alphabet Investor Relations. Available at:
https://abc.xyz/investor/other/google-code-of-conduct.html [Accessed 20 Nov. 2017].
Bizfilings. (2017). Employee Termination Procedures & Policies. Available at:
https://www.bizfilings.com/toolkit/research-topics/office-hr/using-proper-employee-termination-
procedures [Accessed 20 Nov. 2017].
Cabrelli, D., 2016. Employment Law in Context. Oxford University Press.
Capital, H. (2017). Best practice guide to termination. HR Online. Available at:
http://www.hcamag.com/hr-news/best-practice-guide-to-termination-190639.aspx [Accessed 20
Nov. 2017].
FWC Main Site. (2017). How the Commission works. Available at:
https://www.fwc.gov.au/disputes-at-work/how-the-commission-works [Accessed 20 Nov. 2017].
Hrcouncil.ca. (2017). Termination of the employment of an employee | Keeping the Right People
| HR Toolkit | hrcouncil.ca. Available at: http://hrcouncil.ca/hr-toolkit/keeping-people-
termination.cfm [Accessed 24 Nov. 2017].
Kavanagh, M.J. and Johnson, R.D. eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Kiely, P., Hor, J. and Keats, L. (2016). Termination of employment.
Policy.usq.edu.au. (2017). Termination of Employment Procedure. Available at:
http://policy.usq.edu.au/documents/13458PL [Accessed 20 Nov. 2017].
Savitz, A. and Weber, K., 2013. Talent, transformation, and the triple bottom line: How
companies can leverage human resources to achieve sustainable growth. John Wiley & Sons.
Taplin, L.J. and Lacey, M.Y., 2016. Ending a peak work experience: The impacts of sudden
termination. Journal of Behavioral and Applied Management, 3(2).

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Whatishumanresource.com. (2017). Employee separations - Human Resource l Concepts l
Topics l Definitions l Labour Laws. Available at:
http://www.whatishumanresource.com/employee-separations [Accessed 20 Nov. 2017].