-
Treat dismissal as a last resort. It can be expensive to replace employees and recruit and train new staff and there is no guarantee that the new staff will be better!
-
Check the terms of the contract regarding termination.
-
Check the law - there is legislation in place to protect workers from unfair dismissal. Ensure you are not in breach of this legislation. Fair Work Act 2009
-
Notify the employee of his/her dismissal in writing, briefly stating the reasons.
-
Where summary dismissal is a possibility, (eg for serious misconduct), fully investigate before making a decision.
-
Notify any other parties affected by the termination. Only advise them that the employee is leaving/has left the job, not the reasons for it.
-
Calculate the employee’s pay entitlements and prepare a detailed statement to issue to the employee.
-
Arrange the return of any property (e.g. mobile telephone, laptop, business cards, office keys, security passes etc).
-
Update the employment records to include all details of the termination of the employee.
-
Issue a Group Certificate to the relevant employee, within the required time period after employment ceases.
-
If you are unsure about any of the above steps, seek professional advice.