Report on the Fair Work Commission and Employee Termination

This report provides an overview of employee termination processes within an organizational context, focusing on the guidelines and regulations set forth by the Fair Work Commission. It distinguishes between voluntary and involuntary termination, detailing the roles of the HR department in managing these processes. The report outlines the steps involved in termination, including performance-based, position-based, and lay-off scenarios. It emphasizes the importance of adhering to the Fair Work Act 2009 and highlights key considerations such as providing safety, addressing unfair dismissals, and acting quickly. The report also covers practical aspects, such as conducting termination meetings, giving employees time to gather their belongings, and obtaining signed separation agreements. The report concludes by reiterating the significance of these processes in maintaining a fair and compliant workplace, referencing relevant books and journals.

Manage
people
performance

Table of Contents
INTRODUCTION ..........................................................................................................................1
Main body .......................................................................................................................................1
Conclusion ......................................................................................................................................3
REFERENCES................................................................................................................................4
Books and Journals:....................................................................................................................4

INTRODUCTION
Termination determines negative impact to the employees in an organisation. In this way,
organisation set a process of termination to solve business issue. In this context, present report is
based on the fair work commission termination process in organisation (Tayab and et.al, 2016).
This report is based on the termination of employees and process of termination.
Main body
In the organisation, human resource department works upon the termination of employees in
organisation. HR department uses the complete process of termination in organisation. The
human resources department uses two ways of termination of team members in an organisation
(Dorresteijn and et.al, 2013). First is termination can be voluntary and involuntary. These two
types of termination are to be used by human resources' department.
 In voluntary termination, employees is to be resignation or retirement.
 In involuntary termination, human resources' department fire or dismiss the employees
from their job. In organisation human resources' department terminate employees because
of there in regulation of time or improper working condition in organisation.
The above-mentioned are the basic steps involved in termination of an employee from work.. In
corporate world, HR department is responsible for handling all formalities and process of
termination from the organisation. Fair work commission is focussed on different ways of
termination in organisation (Cheng and Liang 2014). This commission uses different act and law
to dismiss employees from work place. Fair work commission terminates a worker within 21
days if involved in unfair means at work place. Fair work commission is use (fair work act 2009)
all the termination use this act in work place. Fair work commission is to be used different some
important point in organisation. All the employees is to flow in work place in organisation. Some
important points are as follows :-
 Provide safety.
 Dealing with application of unfair dismiss.
 Function in connection in work place.
 Act quickly.
 Be formal in work place.
1

All these things are to be considered at the time of termination of employees in organisation. In
fair work commission is flow some process of termination of employees in organisation (Dubois
and et.al , 2017). In this organisation is flow low full work in environment. Flow chart of
termination in work place is as follows:-
Involuntary termination:- In workplace of organisation to be used involuntary termination of
employees in organisation. In this involuntary termination is to be based on.....
 Performance based :- In fair work commission is terminate employers as per the
performance of working condition in organisation. Employees are not performing well in
organisation.
 Position based :- In fair work commission is terminate employees are per the position
based in organisation (Stewart and et.al 2014). Employees are not that much qualified for
that position. Employees are not had proper document in organisation. This is to be
inculcated in unfair means or against the low.
 Lay-off :- In organisation is experiencing a drop in the amount of work in organisation.
This is the three most important step of in involuntary termination In performance based some
more points are to be inculcated are as follows :-
 Employees has a history of poor performance :- Fair work commission is to be focus
on the past history of employees and working capacity in organisation (Bray, and Power,
2017). This organisation is to be focus on different terms and condition of employees in
organisation.
 Manger conceal employees document poor performance :- Fair work commission is
to be focus on each and every employees in organisation. The company is check
document of employees and observation of employee performance.
 Employees fail to improve :- In fair work commission is to provide training to each and
every members in the organisation (Tayab, M.R and et.al 2016). Employees is not
improved working condition after provide training. This will give negative impact to the
organisation, human resources' department is terminated employees.
 Discuss termination with management :- In fair work commission is to be discuss
management inside the organisation (Cheng and Liang 2014). Before termination of
employees, it is most important to discuss with top management department in
organisation.
2

 Conduct termination meeting :- In fair work commission is conduct a meeting of top
management before terminate of any member in organisation. (fair work act 2009)
Human resources department is to be conduct meeting and discus of all the things about
employ in organisation (Dorresteijn and et.al 2013) . In meeting CEO, managing director
or other team heads are to be available to discuss about termination.
 Give employees time to pick there things :- In any organisation give proper time to
employees in organisation before termination in work place.
 Employees written signed in separation agreement :- This is last step of termination
process's. In this step management is done final termination.
This all step is to be used in termination of team members in organisation. Fair work commission
is used all this step in organisation, at the time of termination of employees in organisation. All
such process of termination is to be used in (fair work act 2009). This act is used at the time of
termination of employees in organisation . Termination of employees is based on working habit
and other formal things in organisation(Cheng and Liang 2014). In corporate world human
resources' department can handle all termination in the organisation. Fair work commission is
focus on different way of termination in organisation. Fair work commission organisation is
used all such factor at the time of termination in organisation.
Conclusion
As per the above report is to be based on the termination of employs in organisation. In this
context present report is based on the fair work commission termination process in organisation.
This report is based on the voluntary termination employees is to be resignation or retirement. In
involuntary termination human resources' department is fired or dismiss for there job in
organisation. In this report fair work commission is flow a process of termination in organisation.
All the termination is work under (fair work act 2009). Termination of employees is based on
working habit and other formal things in organisation.
3

REFERENCES
Books and Journals:
Tayab, M.R and et.al 2016, November. Drilling Safe Wells Through Efficient, Rapid and Site
Specific Planningto Manage Risks & Improve Performance. In Abu Dhabi International
Petroleum Exhibition & Conference. Society of Petroleum Engineers.
Dorresteijn, T.A and et.al 2013. Feasibility of a nurse‐led in‐home cognitive behavioral program
to manage concerns about falls in frail older people: A process evaluation. Research in
nursing & health. 36(3). pp.257-270.
Cheng, X. and Liang, X., 2014. Comments on “Entransy analysis of irreversible Carnot-like heat
engine and refrigeration cycles and the relationships among various thermodynamic
parameters”(Emin Açıkkalp, Energy Convers. Manage. 80 (2014) 535–542) and
“Entransy analysis of irreversible heat pump using Newton and Dulong–Petit heat
transfer laws and relations with its performance”(Emin Açıkkalp, Energy Convers.
Manage. 86 (2014) 792–800). Energy Conversion and Management, (87), pp.1052-1053.
Dubois, S and et.al , 2017. A global approach to manage the performance of the problem solving
process in innovative design. International Journal on Interactive Design and
Manufacturing (IJIDeM). 11(2). pp.351-363.
Stewart, A.J and et.al 2014. 'Promoting cooperative and productive workplace relations':
exploring the Fair Work Commission's new role.
Bray, A. and Power, C., 2017. The fair work commission's' new approach'. Precedent (Sydney,
NSW), (141), p.27.
Online
Jerrard, M and et.al 2013. Australian trade unions and international labour movements.
Cambridge University Press.
4

5