Working with the HR Advance Termination and Redundancy documents

  1. When dealing with Termination and Redundancy it helps if you have appropriate Policies in place. The best way to pull the necessary information together is to compile a policies and procedures manual. Keep a file and note the rules and practices you want followed in your business when recruitment and termination are concerned. Over time you will cover most of the important areas. You can use this approach to any aspect of your employee relations policies and procedures. Be careful not to incorporate the policies and procedures manual into employment contracts. In fact, for a number of reasons, it is wise not to do so and can be costly if you do.
  1. One of the most important issues relating to Termination and Redundancy is that of Notice. The appropriate notice period should be expressly contained in a written contract of employment.
  1. Refer to any relevant Awards which may regulate the employment of this type of worker and which may specifically deal with termination, redundancy, notice periods and so on.
  1. Refer to any employment Agreements which may specifically deal with termination, redundancy, notice periods and so on.
  1. Ensure you are not providing less than the minimum period of notice required by relevant legislation.
  1. Standard Forms should be used wherever possible to ensure that the termination process is conducted lawfully and that no steps are missed.
  1. Correspondence should be used to communicate with the relevant employee(s) to ensure that all issues are documented ‘in writing’ and that employees are fully informed.
  1. Checklists highlight key considerations and serve as useful 'prompts' for actions to take.
  1. The most appropriate approach to take when concluding the employment of a particular employee may differ depending upon a wide variety of factors. Expert advice prior to terminating a person’s employment is highly advisable.