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resignation/retirement v. termination

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  • resignation/retirement v. termination

    Kansas--Accounts payable clerk has caused multiple errors in performing job responsibilities. For example: receives invoice for $5000., pays vendor $50,000. The disciplinary action has been progressive, documented and in accordance with company policy. This is something that has started in the past two months. The employee's prior ten years of employment have been exemplary. The employee is more than sixty-eight years of age. The companies thought is.... humanistic (that always seems to get us in trouble),... the company would like to give the employee the opportunity to leave with dignity, meaning plan a retirement in the next two weeks to four weeks or be terminated. We understand we will need to implement quality measures, etc. in the payable department or limit the employees responsibilities. Comments please regarding legal issues related to suggesting an employee resign/retire vs. termination.

  • #2
    Good practice

    It's been a common practice since before I became a young HR generalist and manager to offer employees the option of resigning in lieu of termination. If circumstances are right, it can be a very palatable way for all parties to part. Now, if an employee offered that choice is, coincidentally, eligible for retirement, that becomes preferable to resignation.

    There is no need to factor age into the equation. It's all based on eligibility. I'd be cautious about even mentioning to an employee that they started making mistakes and this may be related to advancing years. I'd not hesitate to mention to an employee that they are making mistakes, and can resign before they are terminated for the errors. If they happen to be aware that they can retire--so much the better.


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