If die board has made good faith attempts to communicate die issues that need improvement, and have followed die progressive discipline procedures, it may ultimately be decided that termination is in order. Again, if the policies of the agency allow for immediate termination, this decision may be the most appropriate course of action. If die policies are silent about such situations, it is always prudent to consult a qualified expert in employment law before die final decision is made. Once die decision is made to terminate the CEO, and if a serious offense has not occurred that warrants immediate dismissal, the board should provide die employee with die opportunity to resign. The process of dismissing an employee is a traumatic occurrence for both parties.
Public employees are subject to a great deal more publicity than a private sector employee.
The media is always looking for grist that helps sell their product and will more than likely make an issue of the dismissal. Therefore, it is appropriate for die board to offer to let the employee resign to allow the employee to leave with as much dignity as possible. The board should be prepared to identify what it will say to future reference checks when die employee seeks a position with other employers. If die employee refuses to resign, it is then appropriate for die board to move to terminate. Be sure of your reasons and follow appropriate written procedures because any personnel dismissal issue can lead to litigation.