Charter School Human Resources 101. Cutting Through the Paperwork!. Agenda. New Employee Processing Materials to Give to New Employees Employer Actions After Hire Credentialing Resources Classification/Retirement System Personnel Files Ending the Employment Relationship Q & A
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Cutting Through the Paperwork!
Attachments – Sample Job Descriptions
At Interview –
Employee should complete:
When Selected –
(prepared by person authorized to select hire)
Recommended for Certificated
Recommended for Classified
-Fall Conference will be October 12-15, 2010
-Access to the most updated Credentialing information
- Spring workshops
- Provide one on one training
- Credentialing Workshops
California State Teacher Retirement System
STRS Membership qualifications:
California Public Employees Retirement System
PERS Membership qualifications:
Every employee has the right to inspect their personnel file
upon request. When dealing with and maintaining materials
that may affect the job status of the employee:
Organize and Prepare Before Any Termination
Discharge (Involuntary Termination)
Change in Status
Refusal to Accept Work
Set forth rules and expectations within your employee handbook
Follow that policy until you discontinue or change it – no exceptions
Communicate new policies to employees and document the distribution of the updated handbook
Reserve the right to follow whatever course of discipline is warranted in a situation
Be careful to avoid language that could limit your right to terminate an individual employee
Honest Performance Evaluations
Track any behavior/work problems
Records of pay changes, promotions, or demotions
Records of disciplinary actions and warnings
Written complaints both by and about the employee
Review your Employee Handbook for policies that my limit your right to terminate
Is there a written employment agreement or union agreement?
Does your school have an established system of progressive discipline or grievance policy?
Does your school have an internal dispute resolution system?
Will the termination breach a verbal or implied contract of employment?
Term used in US anti-discrimination law to describe groups of people who are protected from discrimination and harassment
Race, Ethnicity, Religion, Color, National Origin, Age, Sex, Familial Status, Sexual Orientation, Disability, Veteran Status, Genetic Information
Does the employee belong to a protected class?
Is the employee physically or mentally disabled?
Is the employee being treated in the same manner as other employees in similar situations?
Is the employee pregnant?
Has the employee filed a worker’s compensation claim?
Is the employee on leave?
Has the employee participated in any official investigation of the employer?
Reach out to your labor attorney before termination
Mandatory For Your Benefit Pamphlet (Form 2320)
Mandatory HIPP Notice (different from HIPPA)
Mandatory Notice to Employee as To Change in Relationship Form
COBRA Paperwork (if applicable)
Final Paycheck Acknowledgement
Termination Decision Checklist
PERS AESD-1 (Employer files with County)
Organize the best time to terminate the employee with hiring manager and senior management team
Have all termination paperwork prepared in advance of termination meeting
Coordinate IT shutdown to take place during the meeting
Respect the person being terminated regardless of the circumstances
Keep the meeting on schedule, and to the point
Do not apologize for termination
Make a judgment call on escorting terminated employee out of the building or asking them to leave on their own, quietly.
If an employee refutes the termination, the hiring manager should emphasize that the organization has made this business decision and that it is final.
Make sure to recover all company property prior to the end of the meeting: laptops, keys, parking passes, etc.
Hiring Manager and HR representative should be present at termination meeting.
Lie about the reason an employee is being terminated: layoff, budget constraints, position not needed
Apologize to employee for having to be the one to terminate them
Have the termination be a surprise – employee should be aware of performance issues
Be disrespectful or become overly emotional during the meeting