Research Paper on "Process of a Dismissal Meeting"

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Severance pay might often be paid in agreement with the company's standard payroll procedures. Another option is the dismissed employee may choose to receive severance pay as a single lump sum payment if the company can afford it. If a company is dismissing a number of employees, they may only provide the option of over-time payments. If the option is afforded the employee, that terminated employee must make such a decision on or before the date in which the terminated employee has to sign the release of claim as well as the required agreement.

If the dismissed employee fails to make a decision, sometimes the default is a lump sum payment (Bragg, 2010, p. 84). Such a payment just like the payment over time will be subject to withholdings. Greg will only receive 6 months of severance pay for his 10 years of work at Company F. This is because along with money payments, health benefits and job placement are included, making the money payments a piece of a fairly beneficial severance package. The minimum years one has to work at Company F to get such a package is 4 years. Then they would only get 2 months of severance pay along with all or some of these added benefits.

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There are several ways a dismissal can affect a company. The first would have be short-term effects like severance package expenses. A business will have to incur the expenses of benefits and severance continuance. If several employees have been terminated, the costs accumulate until the time period ends for the severance and benefits continuance. The more benefits that are offered, the most the company has to pay for, especially in regards to health benefits and job placement.

In the long run, companies must also take into consideration costs for getting and retaining new employees. Finding suitable employees for a business takes time and effort. From interviews to advertising, to managing and training chosen employees, these processes cost time and money, diminishing overall productivity of a company. There is always a price to pay to find quality employees in an already competitive pool. This is especially true in jobs that require highly skilled and trained workers like programmers.

Going back to dismissal meetings, Managers must take the time to prepare for dismissal meetings, talk to the former employee, assemble the paperwork, reallocate any leftover work to the remaining employees, and train those have not been dismissed to do the work needed to perform. All of these actions eat away at the manager and administrator's time, therefore decreasing work out put and profit for the company. So in short, short-term negative effects come from cost of layoff and severance package continuities. Long-term negative effects come from acquiring new employees and all that comes from preparing these employees to take the place and perform the job duties of former employees. Lastly, the short- and long-term changes of productivity because managers must deal with the processes involved in dismissing an employee and then allocating the job duties to another employee.

References

Armstrong,… READ MORE