What role should HR play during disciplinary and termination processes?

The role of HR during disciplinary and termination processes is crucial for ensuring that these actions are carried out fairly, consistently, and in alignment with company policies and employment laws. Maintaining a neutral work relationship allows HR to serve as a mediator and advisor during these sensitive situations.

When HR maintains neutrality, it instills trust in the process among employees, ensuring that they believe they will be treated fairly. HR’s impartiality also allows them to assess situations objectively, which is essential for determining the appropriate course of action and providing support to both management and employees. This helps prevent potential biases from influencing decisions and promotes a culture of fairness and transparency.

While witnessing discipline executions may be part of HR's role, it is not their primary function. Additionally, terminating employees directly can undermine the relationship between HR and the rest of the workforce. Supporting management without question diminishes HR's ability to provide valuable guidance and oversight in these processes. Therefore, HR's position as a neutral party is fundamental in fostering a constructive environment for handling disciplinary actions and terminations.