Overview

Create 8–10-slide PowerPoint presentation (with speaker’s notes) to address best practices and procedures for terminating employees.HR professionals must be able to articulate best practices for processes and procedures for termination, in order to protect the organization from lawsuits.SHOW LESSBy successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

• Competency 1: Develop a foundational understanding of employment law and labor law.
  • Assess best practices for terminating employees.
• Competency 2: Analyze the application of legal thinking strategies to human resource management (HRM) law.
  • Identify the types of practices and procedures to create and maintain before terminating an employee.
  • Explain the importance of documentation when terminating an employee.
• Competency 3: Apply legal thought to human resource (HM) practices in the workplace.
  • Describe key concepts for HRM professionals to adhere to during the termination process.
  • Differentiate between the reasons for termination and the manner of termination.
• Competency 4: Communicate in a manner that is scholarly and professional.
  • Communicate in a professional manner, using scholarly resources that support the analysis through clear, concise, well-organized, and grammatically correct writing that incorporates appropriate APA style conventions.

Competency Map

CHECK YOUR PROGRESSUse this online tool to track your performance and progress through your course.

Context

“It’s a recession when your neighbor loses his job; it’s a depression when you lose your own” (Truman, 1958).SHOW MORE

Questions to Consider

As you prepare to complete this assessment, you may want to think about other related issues to deepen your understanding or broaden your viewpoint. You are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your professional community. Note that these questions are for your own development and exploration and do not need to be completed or submitted as part of your assessment.SHOW MORE

Resources

Suggested Resources

The resources provided here are optional. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The MBA-FP6249 – Organizations, Governance, and the Law Library Guidecan help direct your research, and the Supplemental Resources and Research Resources, both linked from the left navigation menu in your courseroom, provide additional resources to help support you.

Capella Resources

• Assessment 4 Context.

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Capella Multimedia

• Employee Termination | Transcript.
  • Termination is an area of employment law that greatly affects the employer-employee relationship. In the United States, most employment is considered employment-at-will. However, government regulations and guidelines for employment termination are in place to protect both employer and employee rights.

Capella University Library Resources

• E. I. Dupont de Nemours and Company v. Pressman, 679 A.2d 436 (Del. 1996). (Focus area: Breaches in good faith.)
• Lazar v. Superior Court of Los Angeles County, 909 P.2d 981 (Cal. 1996). (Focus area: Fraud.)
• McQuirk v. Donnelley, 189 F.3d 793 (9th Cir. 1999). (Focus area: Bad job references.)
• HR Specialist. (2013). Avoiding lawsuits: 6 secrets from the other side. HR Specialist: Employment Law, 43(5), 1–4.
• McEwen, S. A. (2002, June). Barristers tips: Preparing yourself for oral argument. Los Angeles Lawyer, 8.
• Reif, A. F., & Gaulin, L. M. (2010). Best practices for a reduction in force: A basic checklist. Employee Relations Law Journal, 36(1), 38–41.
• HR Specialist. (2013). Is that generosity…or hush money? Sudden severance switch raises bias red flags. HR Specialist: Compensation and Benefits, 8(8), 3.
• Levitz, J., & Shishkin, P. (2009, March 11). More workers cite age bias after layoffs. The Wall Street Journal, D-1.
• Jones, A. (2007, October 6). Sidley Austin LLP settles age-discrimination suit. The Wall Street Journal, A-18.

Assessment Instructions

Preparation

If necessary, familiarize yourself with Microsoft’s PowerPoint program before completing this assessment. You will need to find two or more current, scholarly, or professional resources, as well as real-world organization examples, to support your presentation.

Instructions

Create a PowerPoint presentation (with speaker’s notes) for HR leadership, in which you address the following:

• Assess best practices for terminating employees.
• Identify the types of practices and procedures to create and maintain before terminating an employee.
• Explain the importance of documentation when terminating an employee.
• Describe key concepts for HRM professionals to adhere to during the termination process.
• Differentiate between the reasons for termination and the manner of termination.

Your PowerPoint slides and speaker’s notes are to be written coherently to support a central idea with correct grammar, usage, and mechanics as expected of a business professional. Support your presentation with citations from relevant readings, and use real-world organization examples to demonstrate the importance of the concepts and analysis you have provided.

Additional Requirements

• References: Support your presentation with at least two academic resources from the Capella University Library. You must use proper APA style to list your references.
• Length: Create 8–10 PowerPoint slides, plus a references slide and the title slide.
• Written communication: Demonstrate graduate-level writing skills through accurate communication of thoughts that convey the overall goals of the presentation and do not detract from the message.
• Formatting: Use APA style and format for in-text citations and references.
• Font and font size: Times New Roman, 12 point.

• Employment Laws and HR Processes Behind Terminations Scoring Guide

  CRITERIA	NON-PERFORMANCE	BASIC	PROFICIENT	DISTINGUISHED
  Assess best practices for terminating employees.	Does not identify best practices for terminating employees.	Identifies but does not assess best practices for terminating employees.	Assesses best practices for terminating employees.	Assesses best practices for terminating employees and supports with scholarly resources or relevant real-world examples.
  Identify the types of practices and procedures to create and maintain before terminating an employee.	Does not identify the types of practices and procedures to create and maintain before terminating an employee.	Identifies the types of practices and procedures to create and maintain before terminating an employee but omits key elements.	Identifies the types of practices and procedures to create and maintain before terminating an employee.	Assesses the types of practices and procedures to create and maintain before terminating an employee and selects the key elements needed in organizations.
  Explain the importance of documentation when terminating an employee.	Does not identify the importance of documentation when terminating an employee.	Identifies but does not explain the importance of documentation when terminating an employee.	Explains the importance of documentation when terminating an employee.	Explains the importance of documentation when terminating an employee and classifies different types of documents in order of importance.
  Describe key concepts for HRM professionals to adhere to during the termination process.	Does not identify key concepts for HRM professionals to adhere to during the termination process.	Identifies but does not describe key concepts for HRM professionals to adhere to during the termination process.	Describe key concepts for HRM professionals to adhere to during the termination process.	Assesses key concepts for HRM professionals to adhere to during the termination process, using scholarly resources or relevant real-world examples.
  Differentiate between the reasons for termination and the manner of termination.	Does not differentiate between the reasons for termination and the manner of termination.	Differentiates between the reasons for termination and manner of termination but omits key concepts.	Differentiates between the reasons for termination and the manner of termination.	Differentiates between the reasons for termination and the manner of termination and summarizes analysis using relevant real-world examples.
  Communicate in a professional manner, using scholarly resources that support the analysis through clear, concise, well-organized, and grammatically correct writing that incorporates appropriate APA style conventions.	Does not communicate in a professional manner, using scholarly resources that support the analysis through clear, concise, well-organized, and grammatically correct writing that incorporates appropriate APA style conventions.	Communicates in a professional manner, using scholarly resources with grammatically correct writing that incorporates appropriate APA style conventions.	Communicates in a professional manner, using scholarly resources that support the analysis through clear, concise, well-organized, and grammatically correct writing that incorporates appropriate APA style conventions.	Effectively analyzes and evaluates foundational legal concepts in a professional manner using scholarly resources that support the analysis through clear, concise, well-organized, and grammatically correct writing that incorporates appropriate APA style conventions.