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A termination meeting can be a complicated, stressful process that has long-term implications for the employee and your unemployment insurance management. Few people ever want to take part in one, but unfortunately, they are a fact of life for companies across all industries.

While there is no surefire way to avoid litigation and protect the ego of the terminated worker, there are several steps that can help facilitate the experience. Every little detail, from the when and the where to the who, why and what makes a difference. Because of these nuances, here are some tips and tricks to ensure an effective termination meeting.

Pick the perfect time and place
Darren Feider, a member of the law firm Williams Kastner, wrote in Washington Healthcare News that there are good times and bad times to hold a termination meeting. Choosing wisely can minimize stress and mitigate potential problems.

In most cases, the best time is around mid-afternoon, stressed Feider. This is when there are likely fewer employees around the office. In addition, it is better to hold a meeting on a Monday or Tuesday, to allow the former worker the opportunity to pursue unemployment insurance or other job openings. It is also wise to avoid all holidays, vacations or other significant dates. The location should be private, so to protect the integrity of the employee and keep remaining staff members’ morale up.

Say the right things
Even if the details are in order, you may still stumble when it comes time to say the right things. Thankfully, there are several ways to ensure that you communicate properly during any termination meeting.

For starters, you should get to the point quickly, according to Dick Grote in an article for Monster. Small talk isn’t advised, and instead the more focused and direct you are, the better everything will go. Greet the person, state the reason for their termination and be specific about the next steps, including unemployment insurance, severance packages or unused vacation time. At the end, make sure to be cordial and thank the person for their services to your company. Stick to the facts, and keep your opinions and personal feelings out of it. A short, succinct meeting will be more effective than a long, drawn-out one.


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