Formalising Separation or Termination Policies

The proposal aims to formalize separation or termination policies and procedures in an organization, focusing on improving employee outcomes through transparent communication and legal compliance. The plan includes measures such as redundancy pay, exit interviews, and HR software usage to gather workforce data. The implementation of these policies requires confidentiality, professionalism, and adherence to labour rights and Australian laws.

Separation or Termination Policies and Procedures; Proposal 1
SEPARATION OR TERMINATION POLICIES AND PROCEDURES; PROPOSAL
Student’s Name:
Course
Professor’s Name
Institution
Location of Institution
Date

Separation or Termination Policies and Procedures; Proposal 2
The need to Formalise Separation or Termination Policies and Procedures; Proposal
Following the rising separation disputes, it is imperative for the company to formalise
separation or termination policies and procedures. It will be able to improve the outcome of
the employee. For instance, when the company introduced digital surveillance system by
CCTV installed Cameras, redundancy occurred as three security officers lost their job while
two of them were redeployed to other jobs in the organisation.
Redeployment plan should take relevant procedure of communicating about it two
months prior to implementation. It will assist in change adaptability and psychological
preparedness and it is a legal requirement when employees’ services have to be withdrawn.
According to the legal policies, the organization can be giving compensation fee for
the separation or termination of policies. One of the policies can be on redundancy pay
(Ashman, 2016, p.149). The proposal seeks for such compensation unless a person refuses
the offer without any genuine reason.
The personnel who will be given the position to implement these policies should be
examined by the HR department. He should possess confidentiality of the employee issues
and follow the legal procedures in executing redeployment, redundancy in the organization.
(Oleszek, 2014, p.37). skills in sound judgement, equality and fairness are required.
Knowledge to conduct the procedurals professionally, and as per the labour rights of the
government of Australia should be a requirement.
As implementation will be carried on some two months after communication and
publication in the organization manual, the leaders are supposed to hold confidentiality of
their employees. It would be lack of ethics if the employees and the organization details and
secrets leaks to everybody.

Separation or Termination Policies and Procedures; Proposal 3
The HR department can be in a position to use some metrics to gather and analyse
workforce data. The employee performance and areas of improvement as well as probability
of employee turnover or redundancy due to a change in the trends (Demarzo and Sannikov,
2016, p.182). HR Dashboard and other HR software such as Workday, Jobvite or Officevibe
can be used.
On the other hand, the organization can be in a position to conduct an exit interview
so that the employee who is leaving the organization can help the management to know what
may be the cause for future improvement.
The legislation process of the state of Australia will be guiding any act that
contravenes the law and order of the separation and termination policies (Chen, 2014, p.106).
The proposals and procedures can change the organization for better if well appreciated and
implemented.

Separation or Termination Policies and Procedures; Proposal 4
References
Ashman, I., 2016. Downsizing: Managing Redundancy and Restructuring. In Reframing
Resolution (pp. 149-167). Palgrave Macmillan UK.
Chen, L.C., 2014. An introduction to contemporary international law: a policy-oriented
perspective. Oxford University Press.
Demarzo, P.M. and Sannikov, Y., 2016. Learning, termination, and payout policy in dynamic
incentive contracts. The Review of Economic Studies, 84(1), pp.182-236.
Oleszek, W.J., 2014. Congressional procedures and the policy process. Sage.