Parting ways is never easy. Many positions come to a natural end when there is no longer a need for the employee’s assistance, others end due to a resignation, or end in a for cause termination. Regardless of the reason, when a position ends, it is important to know what to consider, and how to tie up the employment professionally.
Termination
Firing your household employee needs to be done carefully. Employers should always deliver this news in a private, neutral setting, without other staff or children present. You may need to have a space to discuss details and process a range of emotions.
When the employee is involuntarily discharged, the timing of final wage payments is governed by state law. The District of Columbia, for example, requires that all wages to the discharged employee be paid no later than the next business day. To avoid any issues or delays in payment, have the employee’s final paycheck available at the time of termination, including all hours worked the day that the employee is discharged.
In addition, make sure you review your state’s Department of Labor website regarding your responsibilities for unemployment claims. Then, be sure to provide the discharged employee with information on how to file for any unemployment benefits for which they may be eligible.
Resignation And Planned Conclusions
If your employee informs you that they are moving onto a new position, or this is a mutually planned ending to employment, be sure to have a detailed discussion. You will need to know when their last date of employment will be, and what other to-dos need to be finalized before their last day. Perhaps you will need to get back credit cards, house keys, or other items that you have entrusted with your employee during their employment with you. Also, discuss ways that you can ease your employee’s transition if they work with loved ones in a home or other team members in an office setting. For example, for a child, it can be difficult when a nanny leaves, as it might feel like they are losing a friend or family member. For an elderly loved one, it may make sense for the caregiver to have a personal conversation with the person they care for, to explain their resignation and provide some closure. And for team members in an office, you’ll need to quickly come up with a plan for other staff to take on this employee’s responsibilities while you find a replacement.
Whether it’s resignation or termination, be sure to review your employment agreement to determine that both you and your employee are within compliance to the terms originally agreed upon, and there will be no breach of contract. Refer to any termination clauses or other final release directives that you have outlined that will help wrap things up neatly and without issue.
Working with our experts at Old State Staffing will ensure that you are in good hands, whether you are hiring a new employee, terminating an existing employee, or anything in between.
