Employee termination is the end of an employee’s duration with an employer. The decision on the employee termination can be taken either by an employee, or by an employer, or by agreement of both parties, i.e. an employee and an employer. At the same time, it is important to distinguish employee termination from job cuts, for instance, because job cuts means the loss of job by an employee after the decision to reduce the staff being taken by an employer, regardless of the duration an employee work for an employer.
In the past, the process of employee termination was often one-sided because it was up to employers to decide whether they would hire employees for a new term or probably they would use employee termination to hire new employees or to reduce a job at all. In the course of time, employees got an opportunity to choose and negotiate conditions of work as well as employee termination. As a result, today, employees can take a decision on employee termination or negotiate it with employees and take decision together with employers.
At the same time, even today, some employees face larger risks of an employer’s decision to use employee termination. On analyzing the average representative, who faces the highest risk of employee termination, it is possible to describe this employee as a female, older than 50 and with a low qualification. Such employees do not have prospects for the further professional growth and employers often use employee termination to get rid of older employees and to employer younger ones. In such a way, the age of employees does matter in case of employee termination. In this regard, younger employees are often in an advantageous position compared to older ones. In addition, it is possible to trace certain gender discrimination in terms of employee termination because often women are at the higher risk of losing their jobs compared to males. In this regard, it is worth mentioning the fact that today the situation tends to improve because the inequality between younger and older, female and male employees becomes less significant than in the past. Nevertheless, certain inequality persists in terms of employee termination.
At this point, I could refer to my personal experience for I faced employee termination after 16. In fact, this was a serious challenge for me because, frankly speaking, I did not know what to do. However, on analyzing my position and causes of the job termination, I arrived to the conclusion that my poor educational background had proved to be the determinant reason why my employer had decided to use employee termination. I lost the job in Brokerage Securities on March 31, 2009 and I had to look for other options to earn for living. However, taking into consideration my experience of job termination, I decided to find a part-time job and to continue my education to obtain a degree. I believe this decision is right because, on obtaining a degree, I will have better job opportunities and employers will be conscious of the fact that I have potential to develop my professional skills and abilities. Therefore, they will not use job termination to employ another, more prospective employee, in stead of me. At the same time, I still believe that job termination may be a serious challenge for any employee.