Terminate Employees In UKG

To terminate an employee in UKG:

1. Login to UKG, from the "Team Actions" menu, select "All Team Actions".
2. From the "Available" menu, select "Start" on the 9A termination action. 
3. Select the employee, the termination date, then continue. 
4. Make sure you are on the first tab "Termination Details" and then start completing the prompts. "Default Notify Support Specialist" will notify Tina of the details of the termination. For transitional staff, the answer should be yes, no for non-transitional. 
5. Auto-filled information does not need changed, it is just there for review. 
6. Ensure that the "Account Status" is terminated, the "Terminated" date in the actual date of termination and matches the effective date at the top of the action, and the "Termination Reason" is the most specific applicable reason available in the dropdown. 
7. Provide details on the amount of termination notice given, or if no notice was given. If the "Rehireable" box is not checked, HR will have to provide special approval if an HR Action to re-hire the employee is ever attempted. 
8. In the "Termination Notes" box, you need to provide as much detail as possible. 
   This box should contain sufficient detail for unemployment claims. We do print and mail your termination notices in UKG to unemployment when we fight a claim. They may also be critical in legal proceedings. This means that all termination requests should contain one or both of the following every time:

   • References to a final write-up (that contains greater detail of the incident) and a brief explanation of the reason the write-up led to the termination or adds to other previous write-ups to create a term.
   • Extended detail on the reason for the termination (for staffing clients who don't get write-ups from BJI). If it is a layoff or resignation. Add all the details you have about the amount of notice given, what the employee is doing elsewhere, why the layoff is affecting this employee, and/or who initiated the layoff. 

   Ask yourself: Who, What, Why, When, How

   
   

   Example 1:

   
   

   Not Enough Detail: "The employee was involuntarily separated due to failure to meet established job performance requirements." 

   
   

   Should be: "John Smith has failed to clean the restrooms at Republic 3 previous times. He was provided with a verbal and written warning. Unclean restrooms have created a strain on Blue Jacket's relationship with Republic and negatively affected Republic's team. John failed to clean the restrooms again on 4/7/26. Jane and Josh met with John to deliver his final write-up and let him know that he was terminated on 4/7/26." 

   • Who: John Smith
   • What: Is being terminated for failure to clean the restrooms
   • Why: Unclean restrooms have created a strain on Blue Jacket's relationship with Republic and negatively affected Republic's team.
   • When: on 4/7/26
   • How: Jane and Josh met with him to deliver the final write-up on 4/7/26

   Example 2:

   
   

   Not Enough Detail: "Employer has requested not to hire John, and his contract has ended."

   
   

   Should be: "John Smith was hired for temporary help at Republic with an expected end date of 4/7/26. On 4/5/26, Josh at Republic reached out to Jane and let Blue Jacket know that there are no permanent positions available and that they will not be retaining John after 4/7/26. Jane called John and let him know that 4/7/26 will be the end of his assignment as expected and that he should reach back out to Blue Jacket for continued help in finding a new role."

   • Who: John Smith
   • What: Is being laid off/assignment is ending
   • Why: Republic does not have any permanent openings
   • When: on 4/7/26
   • How: Jane called John to let him know that he will be terminated on 4/7/26
   
9. Click continue to navigate through the other pages of the HR Action; they are just for review or HR, so you won't need to make changes. 
10. On the Company Property Tab, not if any assets are assigned at the bottom of the page and attempt to contact the employee to collect them if they are. Terminated employees with assets not returned will be charged for them on the next payroll. You do not need to edit the assets on the employee's UKG profile. Complete a uniform return receipt on paper and submit that to HR. They will adjust the uniform count in UKG.
11. Submit the HR action when complete. Once approved by HR, you will get email confirmation. 
12. A termination letter will be mailed to the employee. 
13. All employee accounts will be locked and IT will forward emails and calls: https://it.bluejacketinc.org/kb/article/43/terminated-user-emails