Strategist details steps for leaving a position with the possibility of rejoining - Method Exposed: most effective approach to resign whilst maintaining re-hire potential (star+)
Job Terminations: Relying on Personal Whim Not Advisable
By Marieke Einbrodt
Terminating an employment relationship should be based on well-established, objective reasons rather than a mere personal feeling. A vague dismissal like "I don't feel like it anymore" is inappropriate in most employment situations, particularly those based on at-will employment.
While employers can generally terminate employment without a specific reason, best practices and legal considerations demand that terminations must be justified. Common justifiable reasons for job termination can include poor job performance, misconduct or policy violations, organizational restructuring, breach of contract, attendance issues, and retaliation.
Poor job performance is often demonstrated through consistent failure to meet job expectations, quality standards, or productivity targets. Misconduct or policy violations can involve insubordination, dishonesty, theft, harassment, and any behavior that breaches company policies or values.
Layoffs due to economic reasons, company downsizing, or reorganization may also be legitimate grounds, provided they are not discriminatory. Breaching the contract terms, such as disclosing confidential information, may similarly justify termination. Chronic absenteeism or tardiness without a valid excuse may be grounds for dismissal as well.
Retaliation against employees who exercise their legal rights, such as filing a workers' compensation claim, is illegal.
Employers are advised to document performance issues and offer opportunities for improvement before termination. They should also adhere to established internal protocols for disciplinary action and termination, ensuring that the termination process is fair, legally compliant, and based on documented, legitimate business reasons.
The integration of these steps serves to protect both employers and employees, fostering a fair and justified termination process.
An employment policy should prioritize objective reasons for terminating employment, as personal whims or feelings are not advisable. Education-and-self-development, career-development, and job-search strategies can aid employees in finding alternative opportunities post-termination, underscoring the importance of fair and justified termination practices.
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