Terminating an employee without following the right procedure and creating a plan of action can lead to lawsuits since it is illegal for the firing to be a surprise. However, this article will exclusively explore the right procedure for legally terminating an employee.

Preparing to terminate an employee is very important since it ensures that the laws are not violated. Also, it is important to ensure that the human resources attorney is consulted before taking any step to fire an employee in order to ensure the bases are covered.

It is advisable to think through and review the decision for termination since it may be due to the heat of anger. However, taking some time to reflect and having careful review of all relevant documents and facts helps to come up with a good decision.

Holding a carefully planned termination meeting is very crucial since it reduces emotional distress to the employee being discharged. Also, this meeting minimizes potential legal liability and protects the employees and property of the company.

The employee should be treated with respect and dignity in the termination meeting by ensuring that there is follow up after firing. However, the discharged employee can be shown sensitivity to the employee’s reaction and being allowed to speak with the other employees after the meeting.

Procedure for legally terminating an employee

Managers must be aware of the proper ways to legally terminate employees.

Firstly there must have been a reason(s) summing up to the dismissal:- **The Employee's failure to accomplish their tasks or having done something wrong. The employee will have to be disciplined :

(1) This may include verbal warnings,

(2) Written warnings

(3) Suspension after the issuance of three written warning notices.

(4) Immediate Suspension pending an investigation, depends on the matter.

(5) Immediate termination of employment, depending on the matter.

To ensure that the process is carried out easily :-

(1) The employee can be given a chance to explain his/her behavior either in writing or at a meeting present by two or more individuals. This may or may not help to rectify the problem depending on the situation.

(2) A third party should be present when giving notices, suspending or terminating an employee so that nothing can be used against them in a lawsuit.

(3) The Human Resource manager is the most appropriate person to issue these things and have them documented and if possible the employee should sign for receiving notices and also for what was discussed at the termination meeting.

(4) An independent consultant can be called in to give appropriate advice on how to handle the given situation.