Careerminds

When Google promoted a software engineer named Chade-Meng Tan to the role of “Jolly Good Fellow”, his career – and the entire culture of Silicon Valley – took a sharp turn.

Your organization has just decided to have a reduction event. As a human resources executive, you now have to figure out how to exit your laid off employees out of the organization. This entails a lot of activities, but one of the most important (and the most time consuming) is figuring out how to write a severance agreement.

There are many types of bosses out there. Some are level-headed and personable, some are quiet and aloof, others are downright nasty. It’s the nasty ones we’ll be focusing on today because a new study published in the Journal of Applied Psychology looked into whether or not abusive bosses self-examined their own behaviour to make changes in the future.

Severance agreements are a great way to protect your organization from wrongful termination lawsuits. By having an employee sign an agreement and providing them consideration in the form of severance pay, you can make sure that everyone fully understands the terms and conditions of the termination, giving you and your employee peace of mind.

The employee lifecycle consists of three major parts: onboarding, continued training and development (the overall time a worker works for you), and offboarding.