The Recommendation For Termination Of Employee document is a crucial internal communication tool used in Canadian organizations when proposing the termination of an employee's employment. It is typically prepared when performance issues, misconduct, or organizational changes necessitate considering termination. The document must be drafted in compliance with Canadian employment laws, including federal and provincial standards, human rights legislation, and relevant case law. It serves multiple purposes: documenting the rationale for termination, demonstrating due process, ensuring legal compliance, and providing a basis for senior management decision-making. The document should include comprehensive details about the employee's history, performance issues, improvement attempts, and specific recommendations regarding the termination process and terms.
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1. Employee Information: Basic details including employee name, position, department, hire date, and current supervisor
2. Employment History: Brief overview of the employee's tenure, positions held, and any relevant promotions or transfers
3. Reason for Recommendation: Clear and objective statement of the primary reasons for recommending termination
4. Performance History: Summary of performance reviews, notable achievements or concerns, and any relevant metrics
5. Disciplinary Record: Documentation of any previous warnings, performance improvement plans, or disciplinary actions
6. Steps Taken: Description of measures taken to address issues, including coaching, training, or support provided
7. Legal Compliance Review: Confirmation that the recommendation complies with relevant employment laws and company policies
8. Recommendation Details: Specific recommendations regarding timing, severance, and transition arrangements
1. Financial Impact Analysis: Include when termination involves significant severance costs or business impact considerations
2. Risk Assessment: Add when there are potential legal, reputational, or operational risks associated with the termination
3. Transition Plan: Include when the role requires significant knowledge transfer or succession planning
4. Union Considerations: Required when the employee is part of a unionized workforce
5. Alternative Considerations: Include when there are potential alternatives to termination that have been considered
6. Security Protocols: Add when the employee has access to sensitive information or systems requiring special handling
1. Performance Documentation: Copies of relevant performance reviews, warnings, or improvement plans
2. Meeting Notes: Documentation of relevant meetings, coaching sessions, or discussions
3. HR Documentation: Copies of relevant HR records, complaints, or investigations
4. Cost Analysis: Detailed breakdown of termination costs including severance calculations
5. Position Description: Current job description and key responsibilities
Relevant legal definitions
Clauses
Relevant Industries
Technology
Manufacturing
Financial Services
Healthcare
Retail
Professional Services
Education
Construction
Transportation
Hospitality
Mining
Energy
Telecommunications
Public Sector
Non-Profit
Relevant Teams
Human Resources
Legal
Senior Management
Operations
Employee Relations
Talent Management
Compliance
Industrial Relations
Relevant Roles
Human Resources Manager
Department Manager
Operations Director
HR Business Partner
Employee Relations Manager
Legal Counsel
Chief Human Resources Officer
Regional Manager
Division Head
Human Resources Director
Senior Manager
Vice President
Department Supervisor
HR Specialist
Talent Management Director
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