Processing the Termination for Dismissal Follow these steps if the reason for termination is: Dismissal Always speak to your local HR contact who will advise on the best way to manage the exit and negotiate any packages required with the member of staff where necessary. In the case of dismissal the manager or the HR representative can initiate the termination themselves in Workday – your HR representative will advise on the process for your business area, and how to update Workday if appropriate. Update Workday Note: this step will be undertaken by the Manager or the HR representative – please contact your local HR contact to discuss the process for your business area. If the member of staff is to leave, then the Workday system must be updated as follows: How to Teminate an Employee in Workday Login to Workday. Search for the employee by typing their name in the search bar at the top left. Click on the symbol next to the employee’s name. Click on the option ‘Job Change’ and then ‘Terminate Employee’. Important: If you do not have authority to terminate the employee, this option will not appear. Complete the Details screen as applicable. Include the Primary Reason for the termination for Dismissal. For example, this could be ‘Dismissed - Misconduct, ‘Dismissed - Other’, or ‘Dismissed - Performance’, – please use the options available under the ‘Involuntary’ list within the Primary Reason dropdown list. Important: Ignore the ‘Secondary Reason’, ‘Local Termination Reason’ and ‘Regrettable’ boxes. Tick ‘Not Eligible for Rehire’ and ‘Close Position’ if there is no intention to refill the position. It is assumed that we will always tick the ‘Close Position’. Note: Termination Date is the last date of pay. And Last day of Work is the last day the employee is in the office.
If you need to provide supporting documentation for the termination, then scroll to the ‘Attachments’ section at the bottom. You can then drag and drop into this section, or click the ‘Select files’ button to choose a file to attach. Once attached you should provide a description of the document and select the relevant Category. In most instances for this process it should be recorded under ‘Termination’ category. However, if no categories are relevant to your documentation type, then choose ‘Other Documents’. Click ‘Submit’ once complete. The details will now be sent to HR to complete the process. When a member of staff is terminated, if they have no outstanding tasks in Workday, then no further action is required by managers or HR Business Partners. However, when the member of is terminated by yourself (or your HR representative), if they do have any open tasks or processes in Workday, these will need to be reassigned to another employee, for example if they had any open Time Off requests (for themselves or from their team) or if their Performance review was outstanding. In this instance both the Manager and the HR representative will receive a task in their Workday inbox to manage these outstanding tasks and processes in Workday. This inbox task is called a “Terminate” task, with a title of “Manage Business Processes for Worker” within the body of the task. The following set of instructions explains how to manage these tasks in Workday if you receive them for an employee who has been placed on leave. Managing a Workers Outstanding Workday Tasks / Processes on Workday – for HR BPs & Managers Login to Workday and review your inbox to see if you have any open inbox items, which would indicate that you do need to manage these outstanding tasks and processes in Workday for this ‘on leave’ employee. Note: you will also receive an email about this inbox task in your outlook email inbox (it may come as an individual email notification or rolled up into your ‘Workday Daily Digest’ depending on your ‘Outlook Notification’ set up in Workday