SinglePoint Outsourcing Forms
Making SinglePoint (SPO) and our Clients "Better Together"!
Do’s and Don’ts for a
Termination Meeting
1. Do speak with your HR Specialist
before planning the termination.
2. Do not meet virtually but in person.
3. Do plan the meeting to be brief, in
private, with a witness present.
4. Do explain the reason for the
termination truthfully and clearly;
follow a script.
5. Do not argue. If the employee
argues or makes continual requests
for reconsideration,
compassionately (but firmly) tell
them the company’s decision is
final.
6. Do provide information about
continuation of health and life
insurance benefits.
7. Do review the terms of any
confidentiality agreement that the
employee may have signed upon
hire.
8. Do have the employee’s final
paycheck ready on their last day.
9. Do explain how to collect their
personal belongings and leave
the premises.
10.Do not allow access to company
data after the meeting.
Responding When An
Employee Resigns
1. Contact your HR Specialist.
2. Acknowledge official receipt of
resignation letter. (Do not require a
letter.)
3. Express your appreciation.
4. Gather the reasoning behind the
decision.
5. Transfer or delegate any ongoing
projects to another employee.
6. Consider whether to accelerate the
effective date of resignation.
7. Notify other departments that will
be affected by the resignation.
8. Gather equipment that had been
issued to employees.
9. Conduct an exit interview.
10.Provide final paycheck according to
state timelines.
Creating and Managing Happy, Engaged Staff
Employees who quit their roles say that 50%–90% of the time, the reason they leave involves their manager. Those who stay loyal and happy at work cite recognition, a sense of achievement, and being heard and valued in their job as key factors for enduring. As a manager, how do you make sure that you effectively involve, engage, and empower your staff?
"Give your HR Specialist a call to talk
about employee engagement."