The management policy of your organization should have set up a process for terminating employees to avoid any unnecessary trouble. It is obvious that any organization cannot fire a staff member without assigning any reason. As a standard practice, it is important to point out the exact violation of the organization’s policy for which an employee has been asked to go. For such a thing to happen, all violations have to be mentioned in the management policy.
There can be following reasons for terminating an employee from his or her job:
(1) Voluntary Resignation: If an employee resigns, he or she can be asked to have a prior discussion with the Director and assign sufficient reasons for resignation
(2) Redundancy of the Position: Sometimes when projects come to an end, organizations may not be able to provide continued salary to the project staff.
(3) Abuse/Misuse/Unauthorized Work: Employees who end up misusing their position or abusing their power or carrying out unauthorized work repeatedly after serving three warnings need to be given a termination notice.
(4) Retirement: Organizations fix a certain age for retiring their employees after which they leave the organization.
(5) Death
It is also a good idea to explain the process of terminating an employee based on abusing power or misusing position or undertaking any unauthorized work that goes again the organization. Here is a typical example below:
