What Are Some Reasons to Terminate an Employee?
From issues with moonlighting to unethical practices, here are 10 answers to the question, “What are some reasons to terminate an employee?”
- Violating an Exclusivity Contract
- Mistreating Colleagues
- Breaching Their Contract
- Committing a Statutory Illegality
- Having Attendance Issues
- Struggling to do the Job
- Displaying Misconduct
- Losing Business and Revenue
- Breaking Client Confidentiality
- Manipulating the Time Sheet
Violating an Exclusivity Contract
Moonlighting has made headlines recently, bringing forward the debate of whether moonlighting is legal or illegal in the US. For starters, no laws prohibit an employee from working for another employer after the hours they have been assigned to dedicate to their existing one.
However, one particular circumstance in which the employee can get into trouble is when they have signed an exclusivity contract. Such a contract binds the employee to the said company and makes them liable to action if they seek employment elsewhere. If this happens, the employer holds the right to end the services of such an employee.
If they aren’t treating others respectfully, it’s one thing to give a second chance to an employee who had a bad day, but it’s entirely another to keep around someone who consistently mistreats those around him.
Workplaces should always endeavor to be positive spaces for employees. If you have a worker who has repeatedly created a toxic environment for others, it’s a good reason to let them go.
Breaching Their Contract
Simply, employment is a business arrangement and for some jobs, employees must sign contracts before work begins and they need to take that contract seriously. No matter how one feels about their job, once you work, you’re contractually obligated to meet a certain set of criteria to maintain your employment status.
If an employee cannot meet their obligations, then termination of employment is within reason. This doesn’t mean that every breach of contract will end in immediate termination. Management may take steps to remedy any breach of contract in order to make sure that employees meet their obligations effectively and within expectations.
That, however, is often purely at the employer’s discretion. If they choose not to resolve the issue and end it instead, it is completely within their rights to do so.
Committing a Statutory Illegality
Ending someone’s employment is a hard decision for any organization; however, it may occasionally be necessary because of statutory illegality. Statutory illegality occurs when an employee willfully and knowingly violates a law or regulation of the company, such as operating without proper credentials or breaking health and safety protocols.
In such cases, the employer may have no other choice but to remove the hazardous individual from the workplace in order to safeguard the safety of their other staff members and customers. While employers should always consider termination a last resort, it can be an effective tool in protecting businesses from potential legal liabilities.
Having Attendance Issues
Attendance issues are arguably the best reason to terminate an employee, and this is because consistent attendance is critical to the success of any organization. When employees have poor attendance, it can disrupt the work of their colleagues and cause delays or missed deadlines.
It can further create a workplace culture of unreliability and low morale when employees are frequently absent or tardy. Employers have a responsibility to ensure that their employees are meeting the expectations of their job, including being present and punctual.
Therefore, if an employee consistently cannot meet these expectations, termination may be the best course of action to maintain the productivity and morale of the organization. While other factors may contribute to the decision to terminate an employee, attendance issues are often the most clear-cut and justifiable reason.
Struggling to Do the Job
One reason to terminate an employee is if they are not meeting the expectations of the job. If an employee is not performing their tasks to the best of their ability or not completing their tasks in a timely manner, it’s detrimental to the business.
As the owner of the company, it is important to maintain a high level of quality and productivity, and employees who do not meet these standards will be let go.
Misconduct is a broad term that covers a wide range of behavioral issues that can lead to termination.
These issues can be internal, such as harassment or bullying of other employees, or external, such as rude or egregious behavior towards clients or customers. With such a wide category of offenses, employers should investigate misconduct accusations in order to find out their validity.
Misconduct is not usually a one-off issue and more likely will exhibit a pattern of detrimental behavior that affects other employees, business operations, or both. Once this pattern of behavior becomes apparent, termination is a valid option for resolving the issue.
Losing Business and Revenue
In any business, lost revenue can be a sign that something isn’t working. If an employee isn’t meeting expectations or engaging in unethical practices, it could lead to a decrease in revenue and customers. Employers often see this as sufficient justification to terminate the employee.
Breaking Client Confidentiality
Regarding the workplace, one of the most important factors is trust. This is especially true in industries where client confidentiality is crucial. Breaking client confidentiality can damage the relationship with the client and tarnish the reputation of the business.
As a result, it is crucial for employers to prioritize the protection of confidential information and to hold their employees to the same standard. For example, an employee who works for a law firm may inadvertently or intentionally disclose confidential information about a client, breaching the ethical and legal obligation to protect client information.
In this situation, it would be necessary to terminate the employee to maintain the client’s trust and respect and protect the law firm’s reputation.
Manipulating the Time Sheet
We are strictly against the manipulation of the timesheet. And unethical practices on the office premises. For client billing, we are strictly following this timesheet. Once an employee doesn’t have the ethics to work on the tasks assigned to him, he is not a good fit for my team.
Submit Your Answer
Would you like to submit an alternate answer to the question, “What is one reason to terminate an employee?”