Detailed Report on Managing Separation or Termination - BSBHRM507

This comprehensive report, prepared by a student, delves into the critical aspects of managing employee separation and termination, aligning with the BSBHRM507 unit. It covers various facets, including research methodologies for best practices and legal requirements, the purposes of consultation with managers, and a comparative analysis of separation/termination policies between organizations. The report outlines procedures for dismissal, emphasizing confidentiality, and details the information provided to senior management. It further explores communication policies, redundancy, redeployment, and the role of outplacement services. Additionally, the report examines skills required for disciplinary actions, the review of workforce data, and the evaluation of termination procedures. The inclusion of an exit interview analysis provides a holistic view of the employee separation process. Overall, the report offers practical insights and a detailed understanding of the complexities involved in managing employee departures.

Running head: Manage Separation or Termination
Manage Separation or Termination
Name of the Student:
Name of the University:
Author’s note:

1Manage Separation or Termination
Table of Contents
Activity 1A......................................................................................................................................3
Activity 1B.......................................................................................................................................3
Activity 1C.......................................................................................................................................4
Activity 1D......................................................................................................................................4
Activity 1E.......................................................................................................................................6
Activity 1F.......................................................................................................................................6
Activity 1G......................................................................................................................................7
Activity 2A......................................................................................................................................8
Activity2B........................................................................................................................................8
Activity 2C.......................................................................................................................................9
Activity 2D....................................................................................................................................10
Activity 2E.....................................................................................................................................10
Activity 2F.....................................................................................................................................11
Activity 2G....................................................................................................................................12
Activity 3A....................................................................................................................................12
Activity 3B.....................................................................................................................................12
Activity 3C.....................................................................................................................................13
Activity 3D....................................................................................................................................13
Assessment-2.................................................................................................................................14

2Manage Separation or Termination
Section-A.......................................................................................................................................14
Dismissal........................................................................................................................................16
Section C........................................................................................................................................18
Reference and Bibliography..........................................................................................................21

3Manage Separation or Termination
Activity 1A
1. The three ways to research best practice systems and/or legal requirements of
separation/termination are:
Through consultants who are aware of the legal legislations of termination and separation.
Through employment legislation acts.
Visit to various organization who performs best practice of employee termination.
2. The three things which ‘separation/termination’ that might include are:
Expiry of a fixed term contract
Retirement of an employee or employer.
Dismissal of an employee or employer.
Activity 1B
The three possible purposes of undertaking consultation with relevant managers prior to the
introduction of new forms, procedures or systems are:
In order to inform: This facilitate the employees to understand the need of relevant changes in
the organization (Liebregts and Stam 2019). The policies and procedures system the organization
had before and the relevant approaches the other organization undertake.
To be advised: This ensures that what other thoughts, ideas and opinions the managers has to
consult. The managers could also provide their past experience that how they manage separation
and termination in the organization.

4Manage Separation or Termination
In order to draw conclusion: The procedures and policies need to be discussed with the manager
and must come with appropriate conclusion.
Activity 1C
Similarities
ORGANIZATIONS
Woolworths Wesfarmers
The redundancy in Woolworths is confided
only when there is introduction of new
technology.
The termination takes place due to
redundancy.
There is termination of employees due to
serious misconduct.
The termination of employees does take place
when the employee shows misconduct
The termination of employee is also
approached when the employee is unable to
perform in the organization.
Dismissal if unable to perform the job.
Due to retirement The employee is terminated when gets retired.
Difference
In Woolworths there is no policy of termination (Ahmad 2019) if the employee’s fixed term of
contract is expired they choose to rehire the employee in the organization.
In case of Wesfarmers when the employee’s fixed term of contract is expired they are terminated
from the organization.
Activity 1D
1.
The procedures for dismissal include the following criteria:
Investigation of the issue- Before proceeding to the action, the management must undergo
investigation about the issue.

5Manage Separation or Termination
Informing- The next step is to inform the employee about the rising issue.
Conducting a meeting with the employee- The managers must have a face-to-face interaction
with the employee regarding the reason of dismissal (Liebregts and Stam 2019). This involves
warning to the employee.
Informing the employee in writing the final decision.
Giving the employee a right to appeal.
The three examples of dismissal are:
Misconduct at the workplace
Poor performance in the organization
Redundancy- When the organization decides that they do not need any particular job role.
2.
The organization ensure that the procedure of dismissal and termination ((Ahmad 2019) must
remain strictly confidentiality. The organization maintain confidentiality in terms of employees
and the organization (Liebregts and Stam 2019). In case of employees all the private and
personal information are kept confidential for example: Employee’s address, phone number, the
reason of leaving and so on. On the other hand the organization confidentiality is maintained
through intellectual property and the information which should be protected for example: trade
secrets, financial statements and so on.

6Manage Separation or Termination
Activity 1E
In order to gain valuable and effective support the relevant information that should be provided
to the senior management are:
The procedures, policies and documentation that are developed in the organizations.
The information related to confidentiality and the information which must be transparent in the
organization.
The best practices and policies which is developed or identified in the workplace.
In order to seek advice from the senior manager with regards to the legal requirements in the
organization.
For example:
Workplace policies and procedures
Code of Conduct
The legislative laws provided in manual.
Activity 1F
Communication Policies endures the flow of communication both outside and within the
organization. Organization promotes effective communication policy in order to eliminate
conflicts and misunderstanding and to deliver the needful to the members of the organization.
The following methods assessed in the organization are:
When there is announcement to the relevant personal the followings are used (letters, emails and
so on.

7Manage Separation or Termination
In order to conduct meetings with the relevant personnel the organization might conduct
conference or in board meetings.
In order to communicate with the members of the organization each and every has company
intranet to communicate through mails.
Communication Action Plan
Action/Activity Strategy/Method
Responsible
person
Timeline
Group activity Meeting
Human resource
manager
11 November
2019
Meeting minutes E-mail Meeting facilitator
16 November
2019
Face to face
interaction with the
representatives
Face-to face conversation
Human resource
manager
21 November
2019
Activity 1G
1.
The respective representatives could provide with accurate feedback they are:
Managers (Human Resource, Operation, Line, Branch and other senior executives).
Relevant personnel in the organization such as employees

8Manage Separation or Termination
In each and every organization there are legal advisors and consultants who provide feedback
upon the organizational matters. For example: lawyers who are employed by the large companies
or from other organizations in order to provide legal advice and feedback to the employees and
the organization.
2.
The feedbacks are analyzed and according to the feedbacks certain changes in the organizations
operations are made with regards to termination and separation. When the feedbacks are
analyzed, the following refinements to policies and procedure and supporting documents could
be necessary.
Certain changes in the policies or procedures for example: when the employer breaks any rule in
the employment contract and the rights of the employees is breached. In this case there are
certain changes are made in the policies.
There can be changes in the policies when the management finds there is a requirement of new
policies which needs to be added or removed from the document for the betterment of the
organization.
If there are cases where the employees are not in a state of following the rules and regulations
enforced by the organization.
Activity 2A
Redundancy
Redundancy is the term used where the organization cuts off their workforce when they finds out
there is no need of a particular job to be done by anyone in the organization.

9Manage Separation or Termination
Redeployment
It means cessation of one contract of employment and the replacement with a new contract for a
different position.
Activity2B
1.
The term work outcome refers to the situation in which the work turns out into or might intend to
turn out. This happens in the situation where there are certain consequences in the work done by
the employees (Liebregts and Stam 2019). The work outcomes is observed to be very crucial to
the function and the purpose of the organization.
2.
The relevant information which must be provided about the process related to the redundancies
or redeployment are:
The organization needs to make full procedure of redundancy and redeployment with
organization’s policies and procedures.
The exact information of the organization’s rights and the employee’s right must be mentioned in
the process of redundancy and redeployment (Liebregts and Stam 2019). For example: the
employee rights may include claim for unfair dismissal, if the employee feel that they are
unfairly selected for redundancy then they might reconsider.
The information related to the procedural outcomes such as the allocated personnel,
documentations and payment. For, example: in case of redundancy the payment is done

10Manage Separation or Termination
according to the act Redundancy Payments Act 1967-2014. This act provide minimum
entitlement to a redundancy payment for the employees.
Activity 2C
1.
Outplacement is basically a service provided by organization that helps an employee who has
been terminated, the service help the employee transition to news jobs.
2.
In our organization, apart from outplacement the other assistance the organization provides are:
1. Redundancy payment to the terminated employee, if an employee has been working for more
than 2 years for an employer. The employee get the following benefits;
 For each full year one week’s pay (age under 41 above 22)
 For each full year one and half week’s pay (age above 41)
2. The organization does provide appropriate information about many organizations and support
system in order to find another job.
3. Our organization has a tie up with many job agencies such as Green Key Resources and The
Bachrach Group which helps the employees to find another job.
Activity 2D
1. Dismissal is the term used when an employee is terminated by an employer due to the reason
of poor performance or misconduct in the organization.

11Manage Separation or Termination
2. Unfair dismissal is the term which is used which does not apply with the legislative
requirements.
3. The legal considerations which is assessed when giving a notice period are:
The employee must get an extra week of notice if the employee is above 45 years of age and
have served for the employer for more than 2 years.
The notice period will be longer when the employee has additional factors such as registered
agreements, awards or contract of employment.
The statutory minimum notice period is provided to the employee which is solely determined by
the period of continuous services.
Activity 2E
The skills and knowledge that apply to disciplinary actions helps the organization to take prompt
actions and appropriate decisions for the organizations. This skills and knowledge helps the
management to manage the business operations and competent enough to run the business. The
types the skills which is highly necessary to ensure that that human resources staff, managers and
supervisors can take disciplinary action are:
Most importantly management skills I highly necessary for managers to manage the employees
in the organizations.
The managers need to have knowledge on employment laws and legislations.
The managers must have experience on the working profile.
Skills to utilize resources in the most appropriate way and with limited accessibility.
The managers need to have excellent communication skills in order to deliver their goal and
objectives of the organization to the employees.