End an employee's tenure at your business
Notify other party of termination of a contract
Notify an employee of their demotion
Get an employee's retirement started right
Establish terms for temporary unpaid leave
Bring employees back to re-staff the business
Make personnel changes FAQs
Personnel changes include hiring and firing as well as promotions, organizational changes, voluntary quits, mass layoffs and acquisitions. Handling these situations can be challenging for small business owners without an HR department. It's prudent to research HR practices as well as legal requirements before making personnel changes.
Most employers provide an Employment Contract even if it is simple as relating what job they are hired to do and how much they will be paid. They are two-sided agreements, so the employee's part is agreeing to do the job for the pay offered. You should create a simple one for all employees and perhaps more complex contracts for C-Level employees who may have performance goals tied in with their salary.
What you want to usually avoid is providing an Employment Contract that may put you in a sticky situation later. You should avoid verbal or written implied promises of long-term employment. You'll also want to make it enduring so you don't have to change it every time your company makes a policy change.
A Termination Letter is not always required, but it is a good way to document a termination. If your company is an at-will, or right to work, state you can let employees go without cause. You do not have to state a reason for termination in those states, but you can. If the employee is being fired because of performance or attendance issues, you'll want to state that along with the associated company policies and a record of their warnings and missed days of work if applicable.
Firing someone is always difficult. Often, you may genuinely like the person, they may have a family to support, or they are a friend making the task more difficult. Most employment professionals recommend that, at the minimum, let them go in-person. Even if you are uncomfortable, don't fire them by email, phone, or text. Schedule a time to do it in-person. Make sure to plan how to block their access to the building, company accounts, and technology in advance.