Company Manual on "Policy Book"

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Policy Book

Termination of employment

As the economic crisis continues to take its tool on populations, more and more economic agents are turning to processes of restructuring in order to enhance their financial stabilities. One specific application of organizational restructuring is the downsizing of the staff members as a means of reducing workforce expenditures. Aside downsizing however, the termination of employment can occur in other means as well, and it is linked to a decisions, choices and consequences. The termination of employment specifically refers to the end of an employment relationship between an individual and an economic agent, and the termination can be generally required by the employee, by the employer or it might be a mutual decision.

The most notable issues related to the termination of an employment relationship are the ones below:

Layoff

Resignation

Dismissal

Exit interview

Return of company property

Transfer / relocation

Severance pay

1. Layoff

The layoff occurs when the decision of employment termination is taken by the economic agent, and this decision was generated by the lack of sufficient work to support and require the efforts of the entire staff. Layoffs are generally troublesome due to the size in which they occur. Specifically, layoffs tend to occur more at a time due to organizational problems. Mass layoffs take the form of downsizing and this phenomenon generates a series of problems both within the organization, as well as within the society. Within the society for instance, the number of the unemployed increases, deepening as such the socio-economic problem of unemployment and putting additional strains on the state budget. Within the internal environment of the economic agent, the problems materialize in lowered employee morale, as well as a persistence of the threat of job loss (Mollica and Gray, 2001).

2. Resignation

Resignation occurs when the employment contract is terminated with the desire of the individual staff members. Mass resignations are not common, and when an individual resignation occurs, it can be attributed to a series of personal and professional contexts, such as the hope for a better position in another company, or the continued frustration with the environment in the employing company. The mechanism is that of the employee signing in his resignation and handing it to his employer. Generally, the employer accepts the resignation and the departure is amicable. Nevertheless, there are situations in which the employer does not accept the resignation, and the employment relationship is continued, or eventually terminated in more tense conditions. In cases of public positions, resignations take a political side; resignations can for instance be handed in as a gesture or statement, whereas a resignation can be turned down in order to protect the public institution and its image (Glant, 2002).

3. Dismissal

Dismissal is yet another means of terminating an employment contract, with the characteristic that the choice belongs to the employer and it is usually the result of an employee mistake. The mistake can be a technical one related to job tasks and performances or it can be a disciplinary one. The rate of dismissal in economic agents depends on the characteristics and internal policies in each firm. While some register high rates of dismissal, others' dismissal rates are minimal. The variances are attributed to organizational differences. "Numerous arguments have been advanced suggesting that this variation in dismissal usage is due to differences across firms in human resource policies and procedures as well as other organizational characteristics. For example, Steiber and Rogers (1994) argue that where organizations place few restrictions on managerial authority, dismissal is used to excess. Others argue that low dismissal rates are observed where the disciplinary system provides substantial protection from unfair dismissal. According to this argument, managers in such settings are often unwilling to use dismissal even where justified because of the difficulties and risks associated with… READ MORE

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