You will eventually need to terminate an employee if you own a business. If you are not careful, you will do it the wrong way. This can go spectacularly badly--just ask Vishal Garg if you're not sure. His Zoom meeting to fire 900 people resulted in a media superstorm and his taking a leave of absence.

But if you don't terminate people often or don't have experts on staff to help you through it, you may inadvertently make some of these mistakes.

Fortunately, Stuart Silverman, who runs his own law firm as a labor and employment, litigation, and business attorney, wrote ten commandments for terminations. Here are his rules, with my explanations of how they help your business do effective and fair terminations.

Please note, this is a checklist for the termination and not for determining who you will terminate.

1. Do not bring additional people (strangers or even attorneys) into it. Have the supervisor, the designated people skill person, and HR if needed. People find losing their jobs embarrassing enough. Don't turn it into a spectacle. The supervisor should always deliver the news.
2. Do not fire by e-mail, text, or any other impersonal method. We do a lot of communicating via messaging and Slack, but when at all possible, terminations should be face to face. If that means that you hop on a plane to terminate someone, so be it. (Don't make them come to you!)
3. Do not terminate on a Friday or early Monday or any other time that allows for "brooding." My first rule of terminations...

Read Full Story: https://www.inc.com/suzanne-lucas/the-10-commandments-of-employee-termination...