After an employee is terminated and leaves the premises, it becomes necessary to tend to those left behind. Even when coworkers believe that the termination is justified, it’s difficult to carry on. Some people feel awkward mentioning the individual’s name; others want more information regarding the incidents that led up to the termina-tion; still others will stir the proverbial pot and want to gossip about
the matter.

As the employer, it’s important that you allay staff members’ fears about a termination for cause. Yes, sometimes firing employees becomes a necessary business decision and rightfully reminds people that their jobs aren’t guaranteed. Still, after an employee separation, it becomes time to heal the wound. It’s an important opportunity for you to bring people together to answer their questions and to show that the ex-employee was treated fairly and with dignity. It’s also an opportunity to bring closure to a matter that may have been brewing for months or even years.

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Besides its healing effect, announcing an employee’s separation properly will help you stave off potential claims of defamation. Wrongful termination claims often come with add-on charges such as discrimination, harassment, and slander (i.e., falsely spoken charges or misrepresentations that defame and damage someone’s reputation). Ex-employees’ lawyers may claim that former supervisors and coworkers maligned or disparaged the plaintiff after she left the company. In addition, attorneys may claim that inaccurate references were given to prospective employers that precluded the individual from getting a job. And voila`—your company is involved in lost-wages litigation, in addition to facing wrongful discharge and discrimination charges.

Here’s how to handle this delicate issue and bring closure to remaining employees’ concerns while minimizing potential legal challenges:

Taken From : The Hiring and Firing Quention and Answer Book