Voluntary Separation Paper

Separation occurs when an employee is no longer with the organization; either voluntary or involuntary. Voluntary separation is when a employees leaves the company on there on accord and can be for different reasons such as finding another job, attending school, or due to illness (Fraser & Simkins, 2010). Involuntary separation is when the employee has been terminated from the organization due to poor work performance, attendance, or due to organization forced layoffs due to downsizing. When organizations are facing hard financial times, they can and some do attempt to find alternatives to layoffs such as alternate positions, ask for voluntary surplus. There are costs associated with separations; when employee resign from their position the organization has to

Terminating employees is often times the final step in a disciplinary process and if not done so properly leaves the organization open for risks (Fraser & Simkins, 2010). There are four reasons that employees are employment is terminated; poor performance, misconduct, not qualified, and task modification. Poor job performance means the employee does not performed their job well and can include attendance issues. In many organizations, such as AT&T there is a performance management process which gives the employees time to improve their performance; if there is no improvement the last step of the process is termination. Misconduct is when employees purposely violates the organization code of conduct; examples are workplace violence and thief. Employees who are terminated do to lack of qualification means they are not qualified for the position they have and they are not able to perform their job duties. Task modifications means employees have been terminate because the was eliminated or change; if the job title changed and the employee was not able to perform the updated duties they would be dismissed due to task modification. Organization can use alternatives when