Disciplining and Terminating Employees: How to Reduce the Damage, Online Training Format

Read About Recertification and Continuing Education Requirements
  • 1.25 HRCI Credit
  • 1.25 SHRM PDCs
  • 1.5 Georgia CLE Credits
SKU: 609

Disciplining and Terminating Employees: How to Reduce the DamageDiscipline that is too little or too late permits the worst employees to set the standard for workplace conduct and undermine the productivity of everyone.   On the other hand, discipline that is too rash contributes to employee distrust and morale problems that can damage productivity, attendance, and employee commitment.  This course provides suggestions on how to effectively discipline or terminate an employee with minimal legal risks to the organization and minor damages to employee confidence and performance.

Managers/Supervisors/Risk Management & HR Professionals

75 minutes

To help managers and supervisors understand how to impose effective discipline and manage employee termination.

After completing this course, the learner will be able to:

  • summarize the procedure for establishing general disciplinary guidelines;
  • define progressive discipline and outline its five stages;
  • identify the components of a discipline memo;
  • explain the proper course of action for arranging and conducting a meeting regarding discipline or termination; and
  • cite the purposes of exit interviews and describe the proper manner with which they should proceed.

1. Establishing a Discipline Policy

  • General Guidelines
  • Progressive Discipline

2. Documenting Employee Behavior

  • Discipline Memo
  • Termination Document

3. Imposing Discipline

  • Before the Disciplinary Meeting
  • During the Disciplinary Meeting
  • After the Disciplinary Meeting

4. Conducting Exit Interviews

  • Purpose
  • Format
  • Process

If you're not completely satisfied with the quality of our courses, we will refund your money - guaranteed. Click here for detailsFORMS INCLUDED

  • Discipline and Termination Preparation Checklist
  • Discipline Without Punishment Implementation Program
  • Exit Interview Form
  • Exit Interview - Internal Policy
  • Exit Interview Questionnaire
  • Progressive Discipline Employee Record Form
  • Sample Employee Warning/Probationary Notice
  • Sample Job Abandonment Letter
  • Sample Letter of Resignation
  • Sample Questions for Exit Interviews
  • Sample Progressive Discipline Policy
  • Sample Termination Letter (Layoff)
  • Sample Termination Letter for At-Will Employees
  • Sample Termination Letter for Employees with Contracts
  • Supervisor’s and Manager’s Checklist for Employee Separation

HRCI logo This program has been approved for 1.25 recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.  For more information about certification or recertification, visit the HR Certification Institute homepage at

(The use of this seal is not an endorsement by the HR Certification Institute of the quality of this program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.)

The Human Equation is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.25 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit

The State Bar of Georgia
The State Bar of Georgia has accredited this course for 1.50 hours of Regular CLE credits. For more information about CLE credits, visit The State Bar of Georgia homepage at

Disciplining and Terminating Employees: How to Reduce the Damage

Table of Contents

  • Course Objectives
  • Preface
  • Introduction
  • Chapter 1: Establish a Discipline Policy
    • ManagersNeed aSystem
      • Page 1
    • General Guidelines
      • Page 2, 3
    • Progressive Discipline
      • Page 4, 5, 6, 7
  • Chapter 2: Document, Document, Document
    • Page 8
    • An Early Start
      • Page 9, 10
    • The Discipline Memo
      • Page 11, 12, 13
    • The Termination Document
      • Page 14
    • TheImportance ofa Second Opinion
      • Page 15, 16
  • Chapter 3: Impose Discipline As Needed
    • Before the Disciplinary Meeting
      • Page 17, 18
    • During the Disciplinary Meeting
      • Page 19, 20, 21
    • After the Disciplinary Meeting
      • Page 22, 23, 24, 25
  • Chapter 4: Conduct Exit Interviews
    • Purpose
      • Page 26
    • Interviewer Profile
      • Page 27
    • Timing andStructure ofthe Interview
      • Page 28, 29
    • The Exit Interview
      • Page 30, 31, 32
    • Constructive Discharge
      • Page 33, 34
    • Learning Activity
      • Page 35
  • Chapter 5: Conclusion
    • Page 36
  • Chapter 6: Quiz
    • Page 37
  • Quiz (multiple choice)
  • Chapter 7: Time to Review
    • Page 38

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