Tips and info

Checklist for Discharge

May 2006

Checklist for discharge

  • Employers may be faced with "second guessing" on discharge cases. Justifiable discharges are supported by the following:

Employee knew what was expected

  • Clear and proper instructions were given on job procedures and tasks.
  • Applicable written rules and polices were previously reviewed.
  • Violated rules or policies have a rational relationship to the employer's interest.

Counseling and warnings were given

  • Efforts were made to help employee correct problem.
  • Standards of conduct were clearly defined.
  • NOTE: Certain acts of major misconduct may warrant immediate dismissal. Consult your Personnel Department.

Employee knew the consequences

  • Warnings were issued and/or other disciplinary action was taken prior to discharge.
  • There was no reason to believe that violations were condoned. (For example, rules were applied fairly and consistently to all employees.)
  • The final incident clearly violated a previously defined rule or policy.

Employee was treated fairly

  • Rules were applied consistently.
  • Mitigating circumstances (if any) were considered. Employee was given the opportunity to explain his side.

For more information, please feel free to call the HR Services Hotline at 800-358-2163.