Job departure strategy: A specialist shares advice on resigning from your position with a comeback possibility - Strategist elucidates: Most effective method for discontinuation with potential re-entry (star+)
Job Termination: Avoid Using Personal Feelings as Reasons
In the realm of employment, using the phrase "I don’t feel like it anymore" as a reason for job termination is inappropriate and legally questionable. Legitimate reasons for terminating an employee can be categorized as termination for cause and termination without cause (at-will employment).
Termination for Cause
This category pertains to employee behavior or performance issues. Examples include misconduct, poor job performance, policy violations, insubordination, breach of contract, and the disclosure of confidential information.
Termination Without Cause
In most U.S. states, employers can terminate employees under at-will employment, which allows termination "for any reason, or no reason, but not for an illegal reason" such as discrimination or retaliation.
Organizational restructuring and terminations without specifying a reason (in some jurisdictions) also fall under this category.
Key Considerations
For employers, it is crucial to objectively document legitimate business reasons for termination to prevent legal disputes. Termination cannot be based on discrimination, retaliation, or violations of public policy.
Some circumstances may require prior notice or severance pay, depending on company policy or employment contracts.
In short, appropriate reasons for job termination should be based on objective, documented issues or legitimate business needs, not personal feelings or whims. Employers must ensure their decisions are legal, fair, and well-documented.
Embracing a proactive employment policy that prioritizes workplace-wellness and health-and-science could potentially reduce the need for terminations, as it addresses mental-health concerns and fosters improved employee performance. To further ensure legal compliance and employee satisfaction, employers should base their employment decisions on objectively documented issues or legitimate business needs, avoiding personal feelings or whims.
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