- 1). Schedule a meeting with the intern as soon as you recognize an issue that warrants termination. Plan your dimissal carefully to make sure you articulate exactly why she must be let go.
- 2). Tell the intern that you valued her time working for the company but are unable to continue to offer her employment. Explain your reasons for firing them in full. Letting her know why her employment has been terminated may help set the intern's mind at ease a bit, especially if it was through no fault of their own (downsizing, changing company policies, etc.). If an intern is being fired for poor workplace behavior, attitude or conduct, let her know this as well. Keep in mind that this may be her first professional work experience, and even if she is fired for misconduct, you should thank her for the contribution to the workplace.
- 3). Offer to write the candidate a letter of recommendation if she was particularly helpful or proficient in her job duties. In general, a dismissal for negative behavior should be handled as succinctly and professionally as possible to make a clean break between the organization and the former employee. Dismissing a good worker due to forces outside of their control or your control, however, invites a more personal approach.
- 4). Inform the human resources department immediately of the termination to ensure the intern receives any credit or income she has earned.
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