What if we need to lay off, terminate, or fire someone?

Employee Separation Process: Important Steps & Resources

As all project employees are legally employees of Community Partners, it's crucial that you inform the Community Partners Human Resources (HR) team immediately if you are considering any action that changes an employee’s status, whether it be a resignation, termination, or layoff.

If you are facing a situation with an employee that could lead to termination or another significant change in employment status, Community Partners must be notified and involved in assessing the situation. It’s important to reach out to HR early in the process so that we can collaborate on planning and ensure that everything is handled according to legal requirements and best practices.

Steps for Addressing Employee Issues & Termination:

1. Early Intervention: If you have concerns about an employee's performance or behavior, or if you’re contemplating termination, we encourage you to reach out to HR right away. We can help assess the situation, explore alternatives, and determine whether termination is the best course of action.

2. Documentation & Communication: It’s important to maintain thorough documentation of any issues leading to the decision to terminate. This may include performance reviews, performance improvement plans, warnings, and other relevant communications with the employee. HR will help you ensure that all necessary documentation is in order to minimize legal risks.

3. Collaborating on the Termination Plan: If termination is decided, HR will work with you to carefully plan the process. This includes determining the timing of the termination, preparing any necessary paperwork, and handling the final paycheck. The termination should be conducted respectfully and professionally, with clear communication provided to the employee.

4. Final Pay and Benefits: There are specific legal requirements related to final pay and benefits that must be met. These requirements vary depending on the employee’s status (temporary, part-time, full-time) and the timing of their termination. HR will help you determine any outstanding compensation (including unused vacation), which we can estimate through our client services and HR teams. The final paycheck should be provided according to legal timelines and policies.

5. Post-Termination Steps: After the employee has been separated, we’ll also assist you with any ongoing tasks like exit interviews, return of company property, and ensuring all necessary documentation is completed.

Important Timeframes to Note:

• Resignation: If an employee resigns, forward their resignation notice to HR immediately. There are time-sensitive deadlines for final pay, benefits, and documentation that must be met to ensure compliance with labor laws.

• Termination: If a termination is necessary, we will assist you in understanding the timeline for final pay, including vacation payout, and any other relevant considerations. This typically requires coordination with HR to process payments within the legally required timeframes.

Cost of Termination:

Please be aware that termination often involves costs, specifically vacation payouts. These costs can be estimated by HR, who will work with you to understand the financial impact of terminating an employee.

Resources & Support:

If you are dealing with employee separation or disciplinary issues, don’t hesitate to reach out to the HR team at [e-mail]. We are here to guide you through the process, answer your questions, and ensure the smooth handling of any employment changes.

By involving HR early in the process, you’ll have support at every step and can be confident that all legal and procedural requirements are met. We're here to help ensure the success of your project and the well-being of everyone involved.