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Use Our Online Tool to Better Understand Government Funding Programs
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Access vital funding to help your business remain open, continue paying your employees, and recover from unplanned circumstances due to the COVID-19 pandemic.

Paychex has created an easy-to-use online tool that details the specific federal relief programs and refundable credits available through the Families First Coronavirus Response Act (FFCRA) and the Coronavirus Aid, Relief, and Economic Security Act (CARES). The tool includes helpful links to applications and a comparison chart of loan programs (Paycheck Protection Program and the Economic Injury Disaster Loan program) to help you address what would best meet the needs of your current circumstances.

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We recommend discussing these options with your accountant or trusted advisor to determine the best course of action to leverage the incentives available.

Paychex is actively working to help make the PPP loan application process simpler. If you’re a Paychex client, we’re creating a report and ensuring it reflects changes introduced April 2 by the federal government. To utilize the report, your business or your clients’ business must have run payroll with Paychex in 2019.

Employee Life Cycle Part 8: Employee Discipline & Termination

Human Resources

Hear from Paychex HR consultant Margie Bassford as she reveals some best practices for effective employee discipline.

Discover more about the employee life cycle:

Part 1: Paying Employees

Part 2: Proper Employee Documentation

Part 3: Human Rights & Discrimination Laws

Part 4: Paid Time Off

Part 5: Employee Behavior & Performance

Part 6: Workplace Safety

Part 7: Employee Handbook Policy

Part 9: Attracting & Retaining Talent

Part 10: Deepening Employee Engagement


When you hire employees, you hope that their tenure at your business is successful and lasting, but there may be times when you need to address certain employee issues. While it can be intimidating, the way you handle employee discipline can impact everything, from profitability and employee morale to turnover and potential litigation.

If you notice an employee exhibiting either a behavioral issue such as chronic lateness or absenteeism, or performance issues such as missed deadlines or the inability to achieve targeted goals, you may want to consider progressive discipline. This generally involves a series of steps – verbal warning, written warning, final warning and/or suspension, and lastly, if necessary, termination. These are designed to alter an employee's behavior or improve performance through specific feedback or additional training. Employers should take action as soon as they become aware of an issue or when company policies have been violated. Your other employees and maybe even your customers may be at stake.

Progressive discipline can also help you create a paper trail of documentation that can be useful should an employee file a wrongful termination or discrimination claim, or if the company wants to defend against a claim for unemployment benefits.

Ideally, progressive discipline leads to improved behavior or performance. And sometimes it really is just awareness that helps employees make the necessary improvements. Unfortunately, there may be times when an employee's behavior or performance issues do not improve or even worsen to the point where termination is necessary. If this is the case, your supervisors and managers should consider how to mitigate the disruption to the company as well as to the employee.

The manner in which you notify an employee of termination could influence whether or not they sue for wrongful termination. This is why it's imperative that you ensure you have detailed and accurate documentation regarding the reasons for termination, minimize the pain to the exiting employee by making the process transparent and professional, and minimize the disturbance to the workplace by communicating what happened in a professional manner.

You will also need to request the return of company property, prepare the employee's final paycheck and separation letter or notice as required by state law, address the termination of benefits, and provide notification of health insurance continuation if applicable.

Whether employees leave voluntarily or lose their jobs through no fault of their own, the separation process can be difficult. Keep in mind this is a normal and manageable part of the employee life cycle.

Thanks for watching. To learn more about more aspects of the employee life cycle, please visit paychex.com/worx.

This website contains articles posted for informational and educational value. Paychex is not responsible for information contained within any of these materials. Any opinions expressed within materials are not necessarily the opinion of, or supported by, Paychex. The information in these materials should not be considered legal or accounting advice, and it should not substitute for legal, accounting, and other professional advice where the facts and circumstances warrant.