Employee Conflict Management and Separation : Employee Performance Coaching : Lean Business Club, Inc.

HUMAN RESOURCES MANAGEMENT
CHECK POINT 40: EMPLOYEE CONFLICT MANAGEMENT AND SEPARATION

This Check Point Is Available By Subscription Only,
But You Can Still Check Out The Menu Below.

1.	employee conflict management and separation process
2.	employee grievance procedures
3.	employee disciplinary procedures
4.	disciplinary action penalties
5.	implementation of a disciplinary action
6.	employee layoff procedures
7.	employee dismissal procedures
8.	small business example employee warning notice
9.	the termination interview
10.	employee separation report
11.	small business example employee separation report
12.	employee retirement procedures
13.	for serious business owners only
14.	the latest information online

DO I NEED TO KNOW THIS CHECK POINT?

Management Level	Yes	Optional
Level 1: I Am An MBA Student.	V
Level 2: I Am A Professional Manager In A Company.		V
Level 3: I Plan To Start A One-Person Business.		V
Level 4: We Plan To Start A Small Business Without Employees.		V
Level 5: I/We Plan To Start A Small Business With Employees.	V
Level 6: I Am A One-Person Business Owner.		V
Level 7: I Am A Small Business Owner With Employees.	V
Level 8: We Are Small Business Owners Without Employees.		V
Level 9: We Are Small Business Owners With Employees.	V
Level 10: I Am A Management Consultant Or A CPA.	V

HUMAN RESOURCES MANAGEMENT
CHECK POINT 40: EMPLOYEE CONFLICT MANAGEMENT AND SEPARATION

Please Select Any Topic In Check Point 40 Below And Click.

1.	employee conflict management and separation process
2.	employee grievance procedures
3.	employee disciplinary procedures
4.	disciplinary action penalties
5.	implementation of a disciplinary action
6.	employee layoff procedures
7.	employee dismissal procedures
8.	small business example employee warning notice
9.	the termination interview
10.	employee separation report
11.	small business example employee separation report
12.	employee retirement procedures
13.	for serious business owners only
14.	the latest information online

DO I NEED TO KNOW THIS CHECK POINT?

Management Level	Yes	Optional
Level 1: I Am An MBA Student.	V
Level 2: I Am A Professional Manager In A Company.		V
Level 3: I Plan To Start A One-Person Business.		V
Level 4: We Plan To Start A Small Business Without Employees.		V
Level 5: I/We Plan To Start A Small Business With Employees.	V
Level 6: I Am A One-Person Business Owner.		V
Level 7: I Am A Small Business Owner With Employees.	V
Level 8: We Are Small Business Owners Without Employees.		V
Level 9: We Are Small Business Owners With Employees.	V
Level 10: I Am A Management Consultant Or A CPA.	V

WELCOME TO CHECK POINT 40

TUTORIAL 1 General Management				TUTORIAL 2 Human Resources Management				TUTORIAL 3 Financial Management				TUTORIAL 4 Operations Management				TUTORIAL 5 Marketing And Sales Management
1	6	11	16	21	26	31	36	41	46	51	56	61	66	71	76	81	86	91	96
2	7	12	17	22	27	32	37	42	47	52	57	62	67	72	77	82	87	92	97
3	8	13	18	23	28	33	38	43	48	53	58	63	68	73	78	83	88	93	98
4	9	14	19	24	29	34	39	44	49	54	59	64	69	74	79	84	89	94	99
5	10	15	20	25	30	35	40	45	50	55	60	65	70	75	80	85	90	95	100

HOW CAN YOU BENEFIT FROM CHECK POINT 40?

The main purpose of this check point is to provide you and your management team with detailed information about Employee Conflict Management And Separation and how to apply this information to maximize your company's performance.

In this check point you will learn:

• About employee conflict management and separation procedures.
• About employee grievance procedures.
• About employee disciplinary procedures.
• About five steps in the disciplinary action penalties process.
• How to conduct a disciplinary action.
• About employee layoff procedures.
• About three steps in the employee dismissal procedures.
• How to complete an employee warning notice.
• About six steps in the termination interview process.
• How to complete an employee separation report... and much more.

LEAN MANAGEMENT GUIDELINES FOR CHECK POINT 40

You and your management team should become familiar with the basic Lean Management principles, guidelines, and tools provided in this program and apply them appropriately to the content of this check point.

You and your team should adhere to basic lean management guidelines on a continuous basis:

•	Treat your customers as the most important part of your business.
•	Provide your customers with the best possible value of products and services.
•	Meet your customers' requirements with a positive energy on a timely basis.
•	Provide your customers with consistent and reliable after-sales service.
•	Treat your customers, employees, suppliers, and business associates with genuine respect.
•	Identify your company's operational weaknesses, non-value-added activities, and waste.
•.	Implement the process of continuous improvements on organization-wide basis.
•	Eliminate or minimize your company's non-value-added activities and waste.
•	Streamline your company's operational processes and maximize overall flow efficiency.
•	Reduce your company's operational costs in all areas of business activities.
•	Maximize the quality at the source of all operational processes and activities.
•	Ensure regular evaluation of your employees' performance and required level of knowledge.
•	Implement fair compensation of your employees based on their overall performance.
•	Motivate your partners and employees to adhere to high ethical standards of behavior.
•	Maximize safety for your customers, employees, suppliers, and business associates.
•	Provide opportunities for a continuous professional growth of partners and employees.
•	Pay attention to "how" positive results are achieved and constantly try to improve them.
•	Cultivate long-term relationships with your customers, suppliers, employees, and business associates.

1. EMPLOYEE CONFLICT MANAGEMENT AND SEPARATION PROCEDURES

EMPLOYEE CONFLICT MANAGEMENT AND SEPARATION PROCEDURES

Business owners and managers must be fully versed in employee conflict management and separation procedures, which are an integral part of an effective human resources management process.

There are several instances when business owners and managers must know how to handle various situations related to Employee Conflict And Separation Management. Some of these situations are outlined below.

APPLICATION OF EMPLOYEE CONFLIC
MANAGEMENT AND SEPARATION PROCEDURES

1.	Employee grievance procedures.
2.	Employee disciplinary procedures.
3.	Employee layoff procedures.
4.	Employee dismissal procedures.
5.	Employee retirement procedures.

ADDITIONAL INFORMATION ONLINE

•	Conflict Resolution By BreakthroughInMarketing.
•	Conflict Resolution In 6 Simple Easy Steps By Jennie Byrne.
•	Conflict Resolution And Handling Employees By Carol Fredrickson.
•	Resolving Conflicts And Managing Difficult Employees P.1 By Melissa Brown.
•	Resolving Conflicts And Managing Difficult Employees P.2 By Melissa Brown.

2. EMPLOYEE GRIEVANCE PROCEDURES

EMPLOYEE GRIEVANCE PROCEDURES

One of the important outcomes of the labor contract is the development and implementation of Employee Grievance Procedures.

The employee grievance procedures are designed to handle Employees' Complaints, to prevent or manage Conflicts between employees and management, and to ensure a Healthy Environment in the organization. If such Grievances do occur, management is advised to handle them in the following manner illustrated below.

STEPS IN MANAGING EMPLOYEE GRIEVANCE PROCEDURES

Step 1: Receive The Complaint Or Grievance.

Step 2: Establish The Nature Of Dissatisfaction.

Step 3: Obtain All Relevant Facts.

Step 4: Analyze The Current Situation.

Step 5: Make An Appropriate Decision.

Step 6: Act In Accordance With The Above Decision.

Step 7: Ensure The Implementation And Follow-Up Of The Above Decision.

WHAT MAY HAPPEN IF GRIEVANCES ARE NOT RESOLVED?

If a particular Grievance is not resolved:

1.	In a *non-unionized company* the employee may decide to approach an attorney who, in turn, may find an opportunity for further legal action.
2.	In a *unionized company* an employee may approach the union for further assistance in the matter. A union representative will then negotiate with management on the employee's behalf with the purpose of reaching an amicable solution.

It is important that employees' grievances are handled equally effectively in both unionized and non-unionized companies. Management is advised, therefore, to act promptly and objectively when the Employees' Complaints are received in order to stimulate high morale and productivity within the organization.

ADDITIONAL INFORMATION ONLINE

•	What Is Grievance? By Law Donut.
•	Introduction Of Grievance And Bullying By TV Choice Films.
•	When An Employee Has Submitted A Grievance By Law Donut.
•	Management Training: The Grievance Interview By EL Talking.
•	Investigation Module: Grievance Meeting By Insegni Solutions.

3. EMPLOYEE DISCIPLINARY PROCEDURES

EMPLOYEE DISCIPLINARY PROCEDURES

Management is sometimes required to take specific actions in relation to a certain employee to ensure the complete implementation of the grievance handling process. These actions relate to Employee Disciplinary Procedures which have the distinctive objective of ensuring a specific level of employees' behavior within the company and entail two tasks illustrated below.

TWO TASKS IN EMPLOYEE DISCIPLINARY PROCEDURES


Disciplinary Actions		Employees' Expected Code Of Behavior
The first task is to establish managerial responsibility for the administration and implementation of relevant disciplinary actions.		The second task is to develop and to clarify the employees' expected code of behavior within the company. This code normally consists of various rules and regulations prescribing a recommended style of employee conduct and defining all the forbidden activities.

ADDITIONAL INFORMATION ONLINE

•	Discipline in The Workplace By Sarah K.
•	The Wrong Way To Discipline An Employee By T Smith.
•	How To Discipline An Employee By Mark Williams, Video Jug.
•	Human Resources Video - Disciplinary Meeting By WRLarsen III.
•	Disciplinary And Grievance Training Course By Hugh James Training.

4. DISCIPLINARY ACTION PENALTIES

DISCIPLINARY ACTION PENALTIES

When management is required to exert specific control over a particular employee, certain Disciplinary Action Penalties should be enforced.

You and your management team should develop and implement a disciplinary action penalties process called Progressive Discipline within your organization as outlined below.

PROGRESSIVE DISCIPLINE - THE DISCIPLINARY ACTION PENALTIES PROCESS

Step 1: Verbal Warning.

Step 2: Written Warning.

Step 3: Disciplinary Suspension.

Step 4: Demotion.

Step 5: Discharge.

ADDITIONAL INFORMATION ONLINE

•	Progressive Discipline By Allyn Griffin.
•	Disciplinary Process Overview By HR Edge From HR180.
•	Progressive Discipline Policy In Ontario By Jim White.
•	Employee Disciplinary Action - Steps You Can Take By Sharon L. Mikrut.
•	Progressive Discipline: An Alternative To Time Out By Primary Executive.

5. IMPLEMENTATION OF A DISCIPLINARY ACTION

A DISCIPLINARY ACTION

The main objective of any Disciplinary Action is to prevent further contravention of the company's code of conduct. If the application of penalties is still required, management is advised to use some of the following recommendations outlined below.

IMPLEMENTATION OF A DISCIPLINARY ACTION

1.	The disciplinary action should be conducted in private.
2.	The imposed penalty should be constructive.
3.	The disciplinary action should be applied by the immediate supervisor.
4.	The disciplinary action should be taken without delay.
5.	The disciplinary action should be applied on a consistent basis.
6.	The disciplinary action should never be applied to supervisors in the presence of their immediate subordinates.
7.	Management should assume a normal attitude toward the employee after applying a disciplinary action.

ADDITIONAL INFORMATION ONLINE

•	Disciplinary Hearing By Pauline Fraser, Empire TV Channel.
•	Management Training: The Grievance Interview By El Talking.
•	Employee Discipline Procedures And Progressive Discipline By Wily Manager.
•	Documenting Employee Disciplinary Action By Tom Knox, Landrum HR Companies.
•	Disciplinary Procedures And Correcting Poor Performance By Total Success Training.

6. EMPLOYEE LAYOFF PROCEDURES

EMPLOYEE LAYOFF PROCEDURES

Another reason for Employee Separation may be caused by poor performance of the company, such as reduced sales or profits. In this case, the company's management may consider a temporary or permanent Discharge or Layoff of a certain number of employees.

Most Layoff Procedures are generally based on seniority of employees, or length of their employment period. On other occasions, employees are requested to take Voluntary Time Off or a Shorter Working Week in order to reduce the company's payroll expenses. Indeed, some states allow for partial unemployment payments for employees whose hours have been reduced.

Business owners and managers should also be aware of the employee layoff procedures under The Workers Adjustment And Retraining Notification (WARN) Act. The WARN Act requires employers with 100 or more employees to give at least 60-day notice to employees before closing a facility or starting a layoff of 50 or more people. Failure to give appropriate notice obligates the company to pay compensation to the employees for 60 days.

While the WARN Act does not require Severance Pay, one state has legislated such requirements for companies which are closing down or moving more than 50 miles. In that case, the severance pay amount is based on number of years of service with the company.

ADDITIONAL INFORMATION ONLINE

•	How To Lay Someone Off? By How Cast.
•	Leveling With Employees During Layoffs By Jeffrey Seglin.
•	How To Layoff Employees In Small Business?By David Wolfskehl.
•	Employee Layoff Analysis By Douglass Lodmell And Paul Edwards.
•	Are You Considering Downsizing By Mike Beacon, The Employer Doctor.

7. EMPLOYEE DISMISSAL PROCEDURES

EMPLOYEE DISMISSAL PROCEDURES

If the performance of a particular employee does not meet the company's requirements on a continuous basis, such an employee is a subject to Dismissal. Among additional reasons for dismissal may be the employee's misconduct or lack of suitable qualifications for the job.

Dismissal of employees, in general, must be conducted according to Fair Employment Laws And Practices, discussed earlier. It is essential to establish effective Employee Dismissal Procedures which may include the following as illustrated below. (50)

STEPS IN THE EMPLOYEE DISMISSAL PROCEDURES

Step 1: Warning Discussion.

These discussions should be conducted between a supervisor and an employee in order to inform the employee about his or her poor performance. Such discussions must be also supported by appropriate documentation which must be kept by the supervisor. One example of such documentation is an Employee Warning Notice which is presented below.

Step 2: Final Warning.

A final warning must be given to an employee if his or her performance continues to be unsatisfactory despite previous warnings. In this instance, the employee must be informed that the next step is dismissal from the company's employment. A final warning must be accompanied by an appropriate Written Confirmation to protect the interests of both the company and the employee.

Step 3: Pay In Lieu Of Notice.

If continued employment of a particular employee may adversely affect the morale of other employees within the company, management may let a particular employee leave the company immediately. In this case, the employee must be paid in full by the employer upon separation.

ADDITIONAL INFORMATION ONLINE

•	How To Fire Someone? By Natalie McNeil.
•	How Do You Fire An Employee? By Robert Rimberg.
•	Employee Termination Checklist By Victoria Mavis.
•	Wrongful Termination Explained By Harry Hedaya And Dan Morton.
•	Dismissal Procedure - UK Employment Law By Employment Law Videos.

8. SMALL BUSINESS EXAMPLE
EMPLOYEE WARNING NOTICE

EMPLOYEE WARNING NOTICE

9. THE TERMINATION INTERVIEW

THE TERMINATION INTERVIEW

Business owners and managers must remember that many employees cannot be dismissed "at will", or without sound reason. This is further enforced by the The Civil Rights Act Of 1964 and by appropriate federal and state employment laws. Violation of these laws may force employees to seek legal recourse against the employer. This will result in an unnecessary expenditure of time, money, and effort on the part of the company.

Thus, if an employee has to be dismissed, it is essential to conduct a Termination Interview. Guidelines for such an interview, according to consultants at May Associates, are outlined below.(51)

THE TERMINATION INTERVIEW PROCESS

Step 1: Plan The Interview Carefully.

• Schedule the meeting on a day early in the week.
• Make sure that employee keeps the appointment on time.
• Never inform an employee over the phone.
• Ten minutes should be sufficient for notification.
• Avoid Fridays, pre-holidays, and pre-vacation periods.
• Use a neutral site; never use your own office.
• Have employee agreements, employee file, and release announcement (internal and external) prepared in advance.
• Be available at a time after notification.
• Have phone numbers ready for medical and/or, security emergencies.

Step 2: Inform The Employee About Your Decision.

Inform the employee about the dismissal decision in a straightforward manner.

Step 3: Explain The Reasons For Your Decision.

Spend no more than 5 to 15 minutes in explaining reasons for the dismissal decision and emphasize that the decision is final and irrevocable.

Step 4: Allow The Employee To Express His Or Her Feelings.

Allow the employee to express his or her opinion and feelings on the dismissal decision.

Step 5: Discuss The Severance Package.

Discuss all elements of the severance package with the employee (if any).

Step 6: Provide The Employee With References.

Provide the employee with an appropriate employment reference.

ADDITIONAL INFORMATION ONLINE

•	Terminating An Employee By QSB Strategic Leader.
•	How Do I Say That? Employee Termination By EmpathiaVlog.
•	Termination Of Employment - The Fair Work Act By Clayton Utz.
•	Disgruntled Employees, Conflict And Termination By Carolynne Parker.
•	Employee Evaluation And Termination By Primary Executive Solutions.

10. EMPLOYEE SEPARATION REPORT

EMPLOYEE SEPARATION REPORT

When the decision regarding the separation of a particular employee has been taken, it is essential to prepare an Employee Separation Report. Such a report, frequently used by small and medium-sized companies, should indicate the reasons for the employee separation as illustrated in the example below.

Note:

Management is advised to seek legal counsel to ensure that the Employee Separation Report and all related procedures comply with relevant federal and state employment laws.

ADDITIONAL INFORMATION ONLINE

•	Employee Termination Letter By ContractCentral.
•	Employee Separation Report With Tip Sheet By ComplyRight.
•	How To Fire Somebody And Not Feel Guilty? By Connie Podesta.
•	Terminating An Employee Respectfully By David B. Ritter, IMA Video Reference.
•	Why Use A Separation Agreement For Employee Termination By Report By Victoria Mavis.

11. SMALL BUSINESS EXAMPLE
EMPLOYEE SEPARATION REPORT

EMPLOYEE SEPARATION REPORT

12. EMPLOYEE RETIREMENT PROCEDURES

EMPLOYEE RETIREMENT PROCEDURES

Finally, if management needs to prepare some of its employees for Retirement, it is essential to arrange for Pre-Retirement Counseling. The pre-retirement counseling procedure is expected to smooth the retirement process, ensure dignified treatment of employees, and contribute to the overall healthy environment within the organization.

ADDITIONAL INFORMATION ONLINE

•	Preparation For Individual Counselling By Cindy Rougeou.
•	Best Retirement Plans For Small Business Owners By Jeff Rose.
•	Saving For Retirement By Dave Ramsey, News 9 Oklahoma City.
•	Retirement Rights Of Employees By Janet Harris, Lasers Channel.
•	How To Find Projected Employee Retirement Benefits By Pat Goodwin, eHow.

13. FOR SERIOUS BUSINESS OWNERS ONLY

ARE YOU SERIOUS ABOUT YOUR BUSINESS TODAY?

Reprinted with permission.

14. THE LATEST INFORMATION ONLINE

LESSON FOR TODAY:
Always Keep Cool When You Are Ready To Fire Someone!

Go To The Next Open Check Point In This Promotion Program Online.