How to Manage the Employee Dismissal Process?

In the dynamic nature of the business world, companies may have to part ways with their employees due to performance, economic conditions or strategic changes. This sensitive process can be a serious experience for both employer and employee. It may be useful to adopt a strategic approach to manage the employee termination procedure in a professional manner. You can discover important information that will help companies in this article, which is a guide to this process, which is a part of corporate life.

HOW TO DISMISS AN EMPLOYEE?

When companies decide to part ways with their colleagues, they seek answers to questions such as “How to dismiss an employee and how to manage this process in the best way?”. Employee dismissal is a sensitive process that needs to be managed carefully. Employers should plan the steps they will take in this direction within a legal framework.

Employers who decide to dismiss employees should first familiarize themselves with the legal obligations and employee rights to which the company is subject. Dismissal can be based on a variety of reasons such as poor performance, business decisions or indiscipline. In all circumstances, it is important that employers inform their employees and manage the process through transparent, fair and professional communication.

WHAT SHOULD THE LEGAL AND ORGANIZATIONAL PROCESS BE BEFORE DISMISSING AN EMPLOYEE?

If the employer's decision is to dismiss an employee, it is critical to conduct a thorough investigation at this point. Under the Labor Law, budget planning should be made in line with payments such as the remaining vacation balance, performance bonus, severance and notice pay before the dismissal decision is notified. It is important that the company has sufficient resources to make payments on time and in full. Otherwise, employees may seek their rights through legal remedies. The other stages of the process are as follows:

• The decision to dismiss may be based on reasons such as poor performance, indiscipline or business decisions. At this stage, the employee's performance and behavior should be objectively evaluated and documented.
• The reason for dismissal must be clearly identified and communicated to the employee in a transparent manner. The reason must have a legal basis.
• The human resources department is the authorized unit that manages the dismissal processes. HR should follow the employer's legal obligations, prepare the necessary documents and manage communication processes.
• The decision to dismiss must be made with formal notice to the worker. The dismissal meeting should take place in a professional and confidential environment.
• Dismissed employees must be paid their rights such as severance and notice pay and vacation pay. These payments should be calculated in accordance with legal regulations.
• The employee has the right to file a reinstatement lawsuit against the dismissal decision. Therefore, such risks should be assessed and the employer should be prepared for legal proceedings.

The process of dismissing an employee must also be carried out in accordance with confidentiality and ethical rules. The employee's personal information must be protected and the entire process must be managed fairly. These steps will help ensure that the dismissal process is carried out in accordance with legal and corporate principles.

GIVING REASONS BEFORE DISMISSING AN EMPLOYEE

Before dismissing an employee, an objective and legally based justification must be determined. The grounds for dismissal for obvious and documentable reasons such as poor performance, indiscipline or closure of the company should be clearly defined and communicated to the employee in a transparent manner. Such methods of dismissing staff are important both to protect the rights of the employee and to prevent potential legal problems.

THE PROCESS OF ORGANIZING A LAYOFF MEETING

The process of organizing a dismissal meeting should be carefully planned. First, the date, time and location of the meeting should be determined. The next step is to select the participants, including the HR representative, the manager and, if necessary, legal counsel. The location of the meeting is carefully selected, taking into account privacy and security. Then, the documents required for the dismissal process are prepared, a communication plan is created and the worker is informed in advance. On the day of the meeting, after the opening, the relevant documents are mutually signed. Providing support to the departing employee is also an important part of this process.

IDENTIFYING THE PERSON WHO WILL TAKE OVER THE EMPLOYEE'S PROJECTS AND RESPONSIBILITIES

It is necessary to assess whether the personnel who will take over the duties and responsibilities of the dismissed worker have the necessary competencies. This assessment, taking into account the project requirements and responsibilities, is critical for the successful takeover of the project. In addition, the competencies of the person who will take over in the areas of communication and teamwork should also be taken into consideration.

Good communication and collaboration are key elements that ensure smooth project management. For this reason, it is of great importance to choose a person who is suitable for the dynamics of the project team and who can communicate effectively within the team. Finally, the openness to training and development of the personnel who will replace the dismissed employee is also a factor that must be taken into account for the successful takeover of the project. A balanced assessment and a fair selection process supports the success of both the project and the company.

ORGANIZING THE SEPARATION DOCUMENTS OF THE EMPLOYEE YOU ARE DISMISSING

The process of organizing the separation documents of an employee to be dismissed is a process that requires care and sensitivity. The stages that constitute the basic steps of this process can be listed as follows:

• A notice of termination of employment must be prepared, which makes it known to the institutions for which reason the employee has left his/her job. This notice should include details such as the date, reason, and the employee's acceptance of this situation as a document in which the employer officially communicates the reason for leaving the job to the employee.
• The notice period and compensation amounts determined according to the Labor Law should be calculated. The notice period and compensation amounts may vary depending on the length of service of the employee, the type of employment contract and the reason for separation.
• The determined compensation amount and separation fee must be paid to the employee together with the documents issued. These payments should be transferred to the employee's account information and these details should be included in the separation documents.
• The employee should be provided with a separation letter, which should include important information such as the reasons for separation, payments made, and a commitment to reinstatement.
• The employee's termination of employment must be notified to the SSI. The notice of termination of employment must be sent electronically by the employer to the relevant institution.
• A separation interview should be organized with the departing employee, during which the employee's views and feedback should be sought. This process can provide important insights for workplace development.

All these steps take place during the process of issuing the separation documents of an employee who will be dismissed. These carefully prepared documents are of great importance to protect the rights of both the employer and the employee.

WHAT TO CONSIDER WHEN DISMISSING AN EMPLOYEE?

The main considerations when dismissing an employee are based on legal and ethical responsibilities. Employers must comply with principles such as fair and open communication, compliance with legal standards and respect for employee reputation. Otherwise, legal problems may arise, as well as negative effects on the workplace atmosphere and damage to the company's reputation. Therefore, dismissal decisions should be meticulously evaluated and implemented with appropriate communication strategies.

PROTECTING COMPANY INFORMATION WHEN DISMISSING AN EMPLOYEE

Protection of company information is of great importance during the employee termination process. Upon termination of employment, the employee's access to information within the company must be terminated and necessary security measures must be taken. In order to prevent unauthorized use of private and commercial information within the company, the employee's computer access should be taken under control.

A dismissed employee should be denied access to the company's e-mail or other accounts, and other media through which confidential information can be accessed should be closed. It is also important to take the necessary physical and digital security measures to prevent the employee from accessing company documents, files or projects. In this way, the risk of unauthorized use and leakage of company information is minimized, security is ensured and business continuity is maintained.

TAKING NECESSARY PRECAUTIONS BEFORE SHARING THE LAYOFF DECISION WITH COLLEAGUES

A careful communication strategy should be followed before sharing the layoff decision with other employees. First, a personal interview should be held with the person to be dismissed and the reasons for this process should be clearly explained. Then, it should be planned to announce this decision to colleagues, taking into account the privacy and reputation of the employee.

The principles of transparency and openness should be followed in communication, and coworkers should be given the necessary information and their questions should be answered fairly. In addition, necessary measures should be taken to keep the emotional interactions related to the employee's leaving the job under control and to prevent a negative atmosphere. In this process, it is also important to provide support and guidance to colleagues and to create a communication environment in line with the company culture.