Employee Termination and Retainment

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Table of Contents

Summary
HR Strategies
Voluntary and Involuntary Turnover
Progressive Discipline
Termination Considerations
Recommendations on Litigation
References

Summary

I am tasked to address the issue of employee retention and the recent lawsuits against Java Corp. The company has had trouble retaining valuable employees, and the termination of several employees for performance and conduct has resulted in legal pursuits. There are various actions that the company can implement to address these concerns. I have analyzed best practices in approaches and procedures addressing these issues and provided my recommendations below.

HR Strategies

The two best ways the HR department can improve employee engagement and retention within Java Corp are regular check-ins with employees and clear communication of expectations. The company should focus on engaging workers to ensure they feel like valued team members. Regular check-ins with employees can help identify potential issues early on and allow employees to voice any concerns they may have. This can prevent minor issues from turning into more significant problems, preventing lawsuits. Clear communication of expectations is also essential to ensure every worker in Java Corp understands their roles, company goals, and culture (Mahmood et al., 2019). If employees are not meeting Java Corp expectations, they should be informed to adjust their activities to fit the requirements.

HR can offer competitive salaries and benefits and create a positive work environment to establish positive employee feedback in the organization. Exquisite wages and benefits can motivate, attract and retain skilled employees. On the other hand, maintaining a positive work environment keeps the workers comfortable and encouraged to work (Mahmood et al., 2019). This includes having a good company culture, providing career growth opportunities, and offering employees support. These strategies are relevant to lower turnover rates and related lawsuits in Java Corp.

Voluntary and Involuntary Turnover

Voluntary turnover is when an employee leaves an organization of their own accord, while involuntary turnover is when one gets fired. In either case, turnover can have a significant financial impact on an organization. For example, in the case of voluntary turnover, the organization may have to spend money on advertising and recruiting to find a replacement for the departing employee. In the case of involuntary turnover, the organization may have to spend money on litigation if the employee sues for wrongful termination (An, 2019). It is essential for organizations to be aware of the financial impact of turnover and to put procedures in place to minimize it. High turnover rates can create a feeling of job insecurity, decreased morale, and lower productivity among existing workers.

Progressive Discipline

Progressive discipline is when an employee is given increasingly severe warnings or penalties for each subsequent infraction. This can benefit the organization and the employees by providing a clear structure and system for dealing with issues (An, 2019). Progressive discipline advances clear perceptions of worker expectations for their performance and ensures they are treated fairly and consistently within designed rules.

There are some benefits associated with progressive discipline that Java Corp could utilize. First, progressive discipline can lower turnover rates by providing employees with a clear process for addressing performance issues. This can help to create a more positive work environment and reduce the need for employees to leave the organization. Moreover, it can identify and address potential problems before they lead to turnover. By addressing problems early on, organizations can avoid the costly and time-consuming process of recruiting and training new employees. Secondly, progressive discipline improves the documentation process by providing a clear process for documenting performance issues (An, 2019). This ensures that performance issues are addressed in a timely and effective manner.

Termination Considerations

When terminating an employee, some practical considerations must be taken into account. First, it is crucial to have a clear and well-documented reason for the termination. This will help to avoid any potential legal challenges (Mahmood et al., 2019) Second, the termination process should be handled with professionalism and respect. Employees should be given clear and concise instructions on what is expected of them and the consequences of not meeting these expectations. Finally, it is vital to plan how the employee’s work will be transitioned to others (Ryan, 2020). This will help to minimize any disruptions to the business.

Several legal and ethical factors should be considered when making a termination decision. Ensuring the termination complies with applicable laws and regulations is essential. The company should have clear and consistent policies and procedures for terminating employees. These policies should be fair and objective and applied consistently to all employees (Ryan, 2020). Moreover, the firm should ensure that it has a legitimate business reason for terminating the employee and that the termination is not motivated by discrimination or other illegal factors.

Recommendations on Litigation

Organizations need to take measures to protect themselves from specific types of litigation. To protect against lawsuits alleging wrongful termination, I recommend that Java Corp implement policies and procedures regarding performance reviews and progressive discipline. Performance reviews should be conducted regularly and based on objective criteria (Mahmood et al., 2019). Progressive discipline should be used for employees not meeting performance standards, with warnings and counseling before any termination decisions are made.

To protect against lawsuits alleging discrimination, I recommend that Java Corp implement policies and procedures regarding equal employment opportunity and non-discrimination. All employees should be treated equally, regardless of race, gender, religion, or any other protected characteristic. Additionally, Java Corp should have a well-publicized zero-tolerance policy for harassment or discrimination. Finally, to protect against lawsuits alleging unsafe working conditions, I recommend that Java Corp implement policies and procedures regarding safety in the workplace. Employees should be trained on safety procedures and aware of potential hazards in their work environment.

References

An, S. H. (2019). Employee voluntary and involuntary turnover and organizational performance: Revisiting the hypothesis from Classical Public Administration. International Public Management Journal, 22(3), 444–469.

Mahmood, A., Akhtar, M. N., Talat, U., Shuai, C., & Hyatt, J. C. (2019). Specific HR practices and employee commitment: The mediating role of job satisfaction. Employee Relations: The International Journal, 41(3), 420–435.

Ryan, J. C. (2020). Retaining, resigning and firing: Bibliometrics as a people analytics tool for examining research performance outcomes and faculty turnover. Personnel Review, 50(5), 1316–1335.

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