Before terminating an employee, it is crucial to understand why the termination is happening. To ensure the termination is occurring rightfully, you must go over the following:

Do you have all documentation of the employee’s performance and reviews?

It is crucial to have all documentation readily available to you. Preparing manager reviews and notes, as well as performance reports, will help with the termination process. During the employee’s termination, you can refer back to all of these documents.

Were communications and expectations made clear to the employee?

When terminating a remote employee, companies must clearly state what is expected at termination. In this case, you will want to inform the employee what equipment will be returned. But, again, having a set contract will ensure clarity and understanding of expectations.

Was there an equipment return contract?

Employers often need to include the fine details of a return policy before giving employees equipment. In some cases, ex-employees are not legally required to return the equipment. Instead, the burden of the equipment falls on the company. In this case, many companies will hire a third-party courier to handle the return of equipment. Reliable couriers offer this as a full-service same-day. We will not only pick up the equipment from the ex-employees house but also package and deliver it to the company. Completing the whole equipment return process gives many companies peace of mind knowing there is one less step of the termination process they will have to handle.

How do I begin the termination process?

The process begins by supplying the employee with a termination notice and the equipment return contract they signed at onboarding. The termination notice should clearly state the end date and when a final paycheck will be expected after the return of equipment. When creating the equipment return contract, you will want to make sure it includes; a deadline, a list of all equipment, a place to notate any damaged equipment, and a notice that any equipment not returned will result in a penalty. Once you have created the equipment return contract, one of our experienced delivery drivers can provide our remote employee equipment pickup services. We will arrive at the employees’ house at your desired time, record the equipment picked up, securely package the equipment, and transport the equipment to you directly at your desired location, or for a more cost-effective option if distances are too great, can ship it for you, all on the same day.

What should I avoid when terminating a remote employee?

• Be sure to begin the termination process prepared; ensure you have all documents and contracts ready for the day of termination.
• Remember to disable any passwords the employee may have access to. It is not common for ex-remote employees to take their anger and frustration out on databases and media accounts, but it is not unheard of.
• Make it easier for an employee to return the equipment, especially if the termination has occurred on not-so-favorable terms. Instead, hire a third-party courier and avoid any hassle. Our same-day courier service for the return of remote employee equipment can pick up, packaged, and delivered to you quickly and securely.

The post Tips for Terminating a Remote Employee appeared first on R愛污传媒.

When hiring a remote employee, companies should have a remote employee equipment agreement or policy in place. Doing so is a proactive way of ensuring that both the employee and the company understand expectations concerning the return policy of equipment and property. It is a good idea to remind employees of their obligations at the time of termination.

One of the most important aspects of hiring a remote employee is having trust. Having trust ensures both parties involved that the relationship will work properly. For the relationship to work properly, employees must trust that they are not being spied on while using the company equipment. Of the latter, the company must entrust the employee with company equipment. While trust in this working relationship must be established upon hiring the employee, many difficulties may develop over the time of employment and hinder or break the trust. However, creating the employee equipment agreement or policy will legally bind the employee and employer to the return of functioning equipment. Another option for this policy may be to have a stipend in place; this may help keep the integrity of the employer brand by satisfying both parties. Whichever route the employer and employee choose, the agreement should be made upon the hiring of the employee.

The next step after bringing on a new hire is delivering the equipment. Delivering the equipment can be a daunting task, but at reliable couriers, we handle it every step of the way. We will pick up, package, and deliver the equipment to the new employees’ homes.

Protecting your equipment

Now that you have hired and legally protected your equipment, it is a good idea to protect the integrity of your equipment before the employee receives it. A company’s first steps should be to implement tracking software and document the equipment assigned to an employee. Another software system to add to your devices is VDI 鈥淰irtual Desktop Infrastructure.鈥� (VDI) will securely store all of the user data in a controlled corporate environment, which gives the employee or 鈥榰ser鈥� a workstation. Companies will also want to constantly maintain their data and app access, allowing access to any device from the corporate network. This will come in handy for IT departments. IT departments can limit how employees interact with the software by using these systems.

Once everything is documented, having the employee sign the documentation of equipment received can ensure that all property will be returned at the time of pickup. This is a good time to inform the employee of the costs should the equipment not be returned. Another good way to ensure the safe return of the equipment is by hiring a courier company to witness the pickup of all items when they are being returned. Our delivery drivers have years of experience with picking up the return of company equipment and know how to return the equipment to the company securely.

Termination

Starting the offboarding process for an employee can be difficult at times, depending on the circumstances of the termination. The first step employers should take, no matter the circumstances, is to gather all records and documentation. Having everything readily available to begin the termination process is key to keeping the process short and simple. Some of the records you will want to keep handy are employee records, digital access records, and equipment records. Employee records can include management notes, infractions, employee performance plans, and performance reviews. Having these available will make the next step easier. The next step in the termination process is to create an official notice of termination for the employee.

Creating a notice for terminated employees sets a clear expectation of what items will be returned and when. Some other things an employer may want to include on the termination letter are any compensation, benefits, or rewards the employee may receive upon the return of the equipment, a clear statement of termination between the employee and the company, and lastly, a clear statement that the termination is final and irreversible.

Equipment Pickup

The final step in the termination is equipment pickup. For pickup, there are a few things to ask; id the equipment damaged? Will it need maintenance? Are all of the items accounted for? Is the employee going to ship it back, do they have the shipping materials, and much more. Many companies choose to use a third-party system to handle every single one of those questions. The third-party will account for what equipment is returned by the employee, if any of the equipment is damaged, package up the equipment, and deliver the equipment to the company. Many employers use FedEx, UPS, or other services; however, using these couriers poses many problems. These couriers are unreliable; they are notorious for taking days past the delivery deadline and do not offer the service of accounting for all of the employees’ equipment and packaging it. These problems can cause grief between both employer and ex-employee. A good way to avoid this issue is to use a local same-day courier.

We will personally pick up the equipment, properly package it, and deliver it, all on the same day. At R愛污传媒, we take the hassle out of getting your company equipment returned and make it easy for you to use our remote employee pick-up and delivery service.

The post Steps to Avoid Problems with a Remote Employee Returning Equipment appeared first on R愛污传媒.

Step 1.
Communication should be clear, precise, and documented from day one. It is hard for remote employees to know if they are performing how they should, so having constant communication with them is vital. Goals are essential during termination. Avoiding miscommunications will help the process.

Step 2.
In the unfortunate event that a company does have to terminate an employee, it is essential to remember how to handle the situation appropriately. The first thing you will want to do is inform your IT department. This allows them to remove the employee’s access before the separation meeting and avoid hiccups. Next, you want to be prepared. During the termination process, you will want to have access to any vital documentation so that it is handy during the video call. Following this, you will want to schedule the termination call. Scheduling the termination call should be done earlier in the day to avoid any unnecessary anxiety it may cause and give the employee the bad feeling of having worked the entire day. During the phone call, you will want to make sure you begin with empathy. Understanding the employee’s tone and body language during the video call will help you to know if the employee fully understands what you are saying. Lastly, you will want to notify the rest of the staff of the termination. Employees often have created a bond with one another, so it is natural for many to have a different reaction to the separation. It is crucial to get ahead of this and make sure you set the employee’s tone positive after the termination.

Step 3.
Pick-up day is another significant and stressful part of terminating an employee. The hassle of setting a date, delivering packaging supplies to the employee, and scheduling a shipping date for an employee who has to return the equipment on their own time and dime, can cause a lot of unnecessary tension and grief. With our experienced couriers, we will pick up the employee’s equipment from their home, securely package and transport it, and deliver it to the company on the same day. Our Same-day remote employee equipment courier service removes all the hassles for you and your employees.

The post Tips for Terminating Remote Employees Correctly and Empathically appeared first on R愛污传媒.

One of the chief problems management faces during the termination process is to arrange the return of all company equipment used by the employee. This can be logistically and interpersonally difficult.

Checklist for Returned Equipment

It is of vital importance that the following equipment be fully accounted for and safely returned to management.

• Tools and safety devices
• Badges, keys, and other access credentials
• Phones and calling cards
• Computers, laptops, and associated cables
• Docking Stations
• Headsets
• Company Credit Cards
• Designs and formulas
• Books
• Price Tables
• Marketing Materials
• Company Files
• Customer Lists
• Uniforms
• Company vehicles

Any and all company property must be collected from the employee in a timely fashion. This is because not only is the equipment an asset, but some assets, such as laptops, could also contain vital or proprietary company information stored on them that is essential to running your business. Fortunately reputable courier services such as R愛污传媒 can ensure the prompt, efficient and safe return of all of these items with our Remote Office Equipment Pickup and Delivery Services.

Other Considerations

Some employees leave on good terms, other on not so good terms; which is why a courier service is the ideal way to get your company equipment returned. It is standard practice to give your ex employee a timeframe for when their company equipment will be picked up. Furthermore, there may be key documents such as letters of termination, nondisclosure, and severance agreements that may have to be signed or exchanged.

The item returns themselves must be carefully documented and shown to agree with company records. Any discrepancies should be worked out between the employee and employer through careful communication before the delivery or exchange is completed so that both parties are satisfied.

Conclusion

Remote work has proved in many ways a great convenience for both employees and employers. But in some ways it has increased pre-existing communication and logistics problems. These problems are most painfully evident in such potentially charged situations as the termination of employment.

In the digital, globalized, and decentralized networks of the modern corporation are held together by the threads of logistics. In this brave new world, experienced, professional couriers are indispensable for patching up difficult situations.

The post Checklist for Terminating Remote Employee appeared first on R愛污传媒.

Terminating employees is difficult enough in person, but remote work makes it difficult to get on the same page, document the process properly, and explain the situation in a humane way.

Effective Policies

The first and most important thing an employer must have in place even before any decision to terminate an employee is made 鈥� and a necessary item in general 鈥� is to have clear policies laid out regarding the terms and conditions of an employee鈥檚 role at the firm.

The fact that employment is at will should be clearly specified in every employment contract. A policies and procedures manual should clearly specify codes of conduct, and expectations about performance should be clearly communicated from day one.

Supervision and Communication

Perhaps the most critical and difficult managerial task involved in having a large number of remote employees is supervising them and touching base with them regularly. Managers should schedule individual meetings with their employees and with their teams at least once a month.

Further, managers should lay out clear expectations give proper feedback. The minutes of the meeting should be carefully documented.

Know the Law

Managers should know employment laws inside and out. They should keep apprised of any significant changes to state and federal laws governing hiring and firing, and make sure that the rules governing final pay, benefits, and severance are adhered to meticulously.

Employers should also be aware of which elements of an employment contract are legally enforceable and which require a level of tact.

In-Person Is Still Best

It鈥檚 not always easy to get a remote employee into the office for any reason these days. Despite the difficulty and inconvenience associated with the COVID pandemic or simple geographic distance, an employer should still consider having the employee come in one last time. A face-to-face meeting conveys respect for the employee and for the gravity of the situation.

Collect Equipment and Documentation

If the terminated employee is in possession of company property, it may be necessary to have it shipped into the office. Likewise, official documents may need to be signed and sent in.

R愛污传媒鈥� experienced remote employee equipment return service can help with this sensitive operation, collecting every item with the appropriate courtesy and respect and shipping it quickly and safely to its destination.

Conclusion

The rise of the remote workforce has given businesses new freedom and new flexibility, but it has also posed serious new challenges. Terminating employees 鈥� never the most enjoyable feature of business 鈥� has been made more difficult.

However, with proper communication and logistics, a skilled manager can execute this sensitive task as efficiently and respectfully as possible.

The post Best Practices for Terminating Remote Employees appeared first on R愛污传媒.

Employers are used to having such sensitive conversations in the privacy of an office, where they can explain the situation reasonably, soothe jangled nerves, and ensure that the process is quick, calm, and professional. A personal conversation makes this difficult process less awkward, assuring the employee that the decision is simply a sad necessity of business.

In our high-tech era gripped by the ongoing ravages of the COVID pandemic, this is sadly often impossible. Employers are left with hard choices about hard choices. Not only must they deliver the same bad news they have always had to deliver throughout history, they must give great thought and care to when and how they will deliver it.

First, termination should never be sprung on an employee out of the blue. If there are previous lapses in the employee鈥檚 performance or looming business troubles, they should be carefully documented and explained at every step of the way. Business management should always keep the lines of communication open, making sure that employees know of any problems related to themselves or to the business generally.

Tuesday or Wednesday is the best day to perform the termination. That gives management and HR at least a day or two to prepare the necessary documentation and schedule the meeting with the employee and related events. It also gives the employee time to prepare his or her affairs and to ask questions about severance, benefits, COBRA, and so forth.

Just as with an in-office termination, a meeting should be scheduled to discuss the matter at hand. An exit interview should be set up, either through phone or preferably through video, at a mutually convenient time. This means accounting for scheduling and time zone issues. The employee should have the reasons for the firing explained to him or her as respectfully as possible.

A careful timeline should be set up, giving employees the opportunity to get their affairs in order before they depart. Make sure that the lines of communication are kept open, allowing calm discussion of issues such as severance, termination of benefits, and letters of reference. Make sure the employee is given an official document clearly outlining the reasons for the termination. This is both for legal reasons and to assuage any hard feelings.

Recovery of company property is often a major difficulty in these cases. In some cases, the equipment is expensive or contains sensitive information. If it is going to be shipped, it must be done through a dependable courier with extensive experience in such matters. R愛污传媒 offers an ex-employee equipment retrieval service with a proven track record. We work quickly and cordially, making it easy for employers to retrieve company equipment.

If it must be handed off, extreme care should be given not only to the equipment, but also to the employee鈥檚 feelings. Sadly, in cases of a bitter termination, the law must sometimes be involved. In any event, it is important to communicate carefully with the employee about what needs to be done and when it needs to be done, allowing them (at a time when they are doubtless under great stress) to arrange their schedule accordingly.

Every employer knows that terminations are the hardest and most emotionally demanding parts of their job. The difficulty of this task is compounded when the employee is remote, potentially magnifying any feelings of impersonal abandonment. With proper planning and communication, employers can ensure that this painful but necessary process proceeds swiftly and courteously with minimal friction for all involved.

The post Choosing a Time to Terminate a Remote Employee appeared first on R愛污传媒.

The Pandemic Has Been a Stressful Time for All

Perhaps the most obvious issue with the pandemic has been the changes in every day stress levels. While a lot of extroverted individuals claimed increased stress from working from home, the more introverted workers have reported greater productivity and less stress by working from home. Some of the reasons for the decrease in stress included:

• Asynchronous scheduling and workloads in companies allowed for workers to perform their work throughout the day at a manageable pace, lowering stress as a result.
• Email and other distance communication platforms such as Slack allowed workers to communicate at a more manageable pace.
• Companies were required to upgrade their methods in data storage and data sharing鈥攖his assisted in the streamlining of work, files, and workforce discussion, making it easier to get the information one needed and distribute completed work faster.

Disabled Individuals and Those Struggling with Neurodivergence Found Greater Productivity

Due to the ongoing stigma that is attached to people having disabilities, mental illness, or other non-neurotypical concerns, working remotely has allowed people struggling with those issues to generate more productivity, work with less stress, and generally feel happier working. There are a variety of struggles that many workers are going through who are equally afraid to disclose because of the general public stigma attached to them. ADHD, autism, PTSD, and other concerns often cause these workers to be treated differently and in a negative way鈥攖hese individuals often find themselves passed over for promotions, left stuck in a position with little to no movement upwards, denied raises, or worse of all, they鈥檙e fired for simply being found out and othered.

It is hard for these individuals to also expose themselves. Stigma aside, there are many hurdles to provide proper documentation, and even the act of presenting that documentation can be traumatic and harmful because of the terrible stress of exposing their neurodivergent issues. There is then also the lack of equality in healthcare access鈥攏ot everyone is able to get the treatment either, which can make them feel even more afraid of coming out with their issues.

Remote work, however, has shown that it is possible for these individuals to enjoy their job without having to worry about facing that stigma. As remote workers, they鈥檙e able to work better without the stress of being in the workplace where they鈥檙e faced with potential stigma and the pressure of working with peers who may navigate the physical workplace better than they do. Having at least the option for remote work can provide an equalizer for those who may struggle with mental illness or other types of neurodivergent struggles.

The Future of the Workplace May Involve More Remote Work

While the future of the workplace may not involve a full remote work renaissance, many are adopting a variety of flexible modes of work, hybrid work schedules, and of course, some are adopting a fully remote situation. Aside from services that require face-to-face interaction with customers, this may become an ongoing trend as companies also see the benefits of working remotely means tapping into a worldwide talent network.

No one can be certain about how the world will be in the next year or in the next ten years, but many are hoping that these changes to the workplace will remain to help those who benefit the most from working remotely, while also offering the option for those who wish to be in the office.

The main lesson to be learned here may be that a flexible workplace that allows differentiation for each workers鈥� individual needs can unlock greater productivity, increase worker happiness, and ensure smoother operations for the greater whole.

Establish Your Remote Offices Faster with R愛污传媒

Building a remote workforce can sometimes require some extra logistics, especially if you need to send your remote worker any extra equipment. That鈥檚 why R愛污传媒 offers our own same day remote office equipment pickup and delivery services. Whenever you need remote office equipment to be transported to another location, you can always count on R愛污传媒 to get the job done fast and proper. Whether you need to send a single laptop or a whole office desk with a suite of electronic equipment, we鈥檒l make sure your items are loaded onto the best vehicle possible, and shipped safely, securely, and with all due haste. Contact us or visit our website to discover how our rush courier services can help, and we鈥檒l be happy to offer you a free, zero-obligation price quote!

The post The Pandemic Reveals the Benefits of Working Remotely appeared first on R愛污传媒.

So, the big question is: When鈥檚 the best time to let that employee go? There鈥檚 more to it than just picking a day. It is important to ensure that you鈥檝e taken significant measures to try improving the situation before deciding to let someone go, as it can affect their livelihoods, their health both physical and mental, and it can send reverberations throughout many other aspects of their lives. Before figuring out that solemn day where you鈥檒l need to sit down for that final conversation, here are some steps you should take to see if the situation can be remedied.

Documenting Issues and Boosting Communication

If you notice that your employee is starting to suffer in their performance, there may be underlying reasons that you may be missing out on, reasons that can be addressed. The best way to discover these issues is to begin documenting what you鈥檙e noticing about the employee鈥檚 work. How are they performing in terms of production? How has their mood been in comparison to when they first started working? What changes to the work environment might possibly be affecting them? These questions not only will help you develop a picture of the troubled employee, but they will help you also analyze yourself as you decide on whether you鈥檙e really thinking about letting someone go in the near-future, or if you have faith that this employee can make a positive turnaround after a bit of managerial elbow grease.

After documenting some observations and details, begin communicating with your employee. You can鈥檛 learn more about them without speaking with them! Sometimes, employees just need encouragement to get back on track. Others might need guidance but are simply too shy to approach management. Meanwhile, others yet may simply be pacing themselves to avoid burnout and there鈥檚 a whole different issue that鈥檚 at play and needs to be addressed. But it takes conversation to discover the heart of the matter.

Developing a Performance Improvement Plan (PIP)

Should you discover that your employee鈥檚 performance is suffering due to internal conflicts and behavioral complications, then first you鈥檒l want to see if some verbal encouragement and active support can simply remedy the issue. Sometimes, that鈥檚 all it takes. But if that is still not enough, it may be time to have a conversation with them about developing a Performance Improvement Plan or a PIP. While you can develop it on your own, it can engage the employee and improve their sense of agency and confidence if you include them in the process. A PIP is meant to provide your employee with an idea of what direction to start heading to get back on track and become a productive member of your organization. Be sure to present it as such, and not as a step towards termination. Unfortunately, many employers have wielded a PIP as an indication of a nearing termination instead of an improvement device鈥攕o it will fall to you to ensure that the PIP is used as a positive reinforcement tool.

The Final Step: Letting an Employee Go鈥� Perhaps on a Friday.

If even after those steps you鈥檙e seeing that your employee is still struggling, you may still have options available. Perhaps your employee will perform better in a different position, a position that might engage their skills better than their current one. But if you do not have enough confidence in the employee, then there will need to be a decision on what day to break the news and begin the process of termination and off-boarding. While there is a debate on what day is really the best, there are some reasons as to why Friday may be best:

• It gives your employee a full week of work and pay.
• It helps avoid potential workplace incidents, in the case of a terribly upset employee.
• It also provides an opportunity to have the employee鈥檚 belongings quietly removed over the weekend, after setting up a time to meet with the employee and begin getting those belongings. This will help remove the risk of coworkers who may get upset to see the employee leaving.

While these three reasons certainly highlight why Friday could be a good day, your soon-to-be former employee will be distressed for several reasons:

• The weekend is the time that employers are least to be looking at applications for new jobs.
• The weekend gives the employee time to simmer in the frustration of being let go, which is harmful to their health.
• The weekend is also when an employee鈥檚 network might not be as ready to help them find new opportunities.

These downsides can be compensated for, however. Along with taking steps to treating your former employee in a respectful and dignified manner, consider offering them support in finding a new opportunity, whether it is tapping into your own network or at least offering a letter of recommendation for their next job prospect. Not only will it prevent a former employee from potentially catastrophic consequences of being let go, but it will leave at least some goodwill between you and the former employee and it can benefit your own organization鈥檚 reputation.

R愛污传媒 Does Remote Office Equipment Delivery and Retrieval!

Working remotely has become more prevalent than ever, and many businesses are flourishing from the office savings and the technology that they鈥檝e learned to use by adopting a Work-From-愛污传媒 (WFH) model. But it does add a slight complication to expanding your 鈥渙ffice鈥�. Whether you鈥檙e onboarding a new hire or letting an employee go, delivering or retrieving your home office equipment can be a hassle without the right courier service. R愛污传媒 sports a whole fleet of sedans, cargo vans, and box trucks with lift gates to ensure that your equipment is given the proper ride every time. What鈥檚 more, we have dedicated remote office delivery drivers who will make sure your equipment is delivered in a safe and professional manner. Give us a call at 888-415-1781 or visit our website at 愛污传媒 to learn more about how we can help you retrieve or ship your remote office equipment today!

The post When Is the Best Time to Let an Employee Go? appeared first on R愛污传媒.