Is it common practice for employee relations teams to have a policy that strongly discourages supervisors from corresponding with terminated employees? Cont’d...

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...cont’d. A friend was unexpectedly let go from a company for not being a fit. The supervisor did not elaborate during the termination meeting why he wasn’t a fit either. A month went by, and my friend tried contacting the supervisor again to understand the reason(s) that factored into his termination mostly to learn from past mistakes, etc. The supervisor did not respond.

I asked my friend to consider the pandemic’s impact on the company, self-performance issues, and potential discriminatory reasons, but he vehemently believes neither were the case. He received severance and was also approved for unemployment insurance. He’s not aware if the company was laying others off either.

I’m encouraging him to move on and rely on his own intuition. He asked me because I work in HR, but I do not have experience in employee relations. I’m guessing the supervisor can’t to avoid potential litigation.

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