Preparing for termination CE Quiz

What is a termination?

A process of identifying long-range needs and cultivating a supply of internal talent to meet those future needs
A process used to ensure employees stay
A process that leads to a formal separation between an employer and an employee by means of resignation, layoffs, or retirement
A process essentially an evaluation of the behavior qualities and character traits of an employee

Which of the following is an example of voluntary termination?

An employee was terminated due to leaving employment without giving the required notice
An employee retired after working 40 years in the company
An employee quit the job to work for another company
All of the above

Which of the following is NOT an example of involuntary termination?

An employee was terminated due to a slowdown in demand for his company’s products
An employee left her job to return to school
An employee was released due to financial difficulties
An employee was terminated due to poor performance and the behavior of the employee is not suited for the company

Can a company prevent and avoid involuntary termination?

Yes. The company selects the right employees for the job and employees are offered good benefits
No, it is unavoidable. Especially when the company has procedures that were not followed during the hiring and the onboarding process
Neither of the choices are correct
Both a and b

What are the liabilities when getting termination wrong?

What is the lead time for a person to address a poor performance and wrongful behavior at work?

What are the mistakes that people make when terminating an employee?

The company focuses on the termination letter so much that they forget the important practices
The company schedules and conducts the exit interview
The company focuses on recruiting to find a replacement for the recently vacated position
None of the above

Which of the following is the most important thing a manager should do during the involuntary termination process?

Updating organizational charts and immediately starting recruiting without re-evaluating the position
Reviewing the contracts and non disclosure agreements
Protecting the company’s data such as blocking all computer system access, changing pass codes, and removing the person as a signatory or connection to vendors and clients
Revisiting the termination plan

What should a company remember to do when creating the documentation during the process?

The company’s process and procedure that was followed and that the employee knew about the company policies especially the termination policy
The goals and objectives the company wants the employee to improve
A record of all positive and negative feedback in the performance evaluation
All of the above

From the scenarios below, what is the right and proper way to talk to the person you are terminating?

This is hard for me and I am not sure how to say this. Your employment is terminated effective immediately. You will be receiving a severance pay
We’re calling you today to have a conversation about your employment. As you know, we’ve had several conversations about “X” and to this point, we’re not seeing the level of improvement that we need to see to be comfortable to continue this working relationship. Your employment is terminated effective immediately. You will have the following {benefits, severance etc}
We’re calling you today to have a conversation about your employment. Compared to “Y”, your performance is subpar so we are letting you go. Your employment is terminated effective immediately
We would like to let you know we are letting you go. I know you weren’t happy here, so this is actually a good thing. Your employment is terminated effective immediately