6 Classic Termination Mistakes to Avoid

Termination Workshop: How to Fire Without Lawsuits or Drama
Trouble viewing this mail? Read it online
Human Resources

6 classic termination mistakes to avoid

Terminating employees is the hardest part of being a manager or HR professional. It's also the most legally dangerous. More lawsuits stem from firings than any other employee interactions.

How can you avoid the anger of fired employees that might later manifest itself as a lawsuit?

Comply with ACA Reporting Requirements
EfileACAforms.com gives you the fastest and easiest solution for creating and filing 1095 and 1094 forms. Input your data with our online ACA reporting software and we'll print, mail and e-file your forms — for just $1.75 to $4.55 per form. Visit efileACAforms.com today.

Follow these guidelines:

1. Keep your cool. Avoid heightening an already emotional situation. Don't spring the news suddenly, shout names or berate the worker in front of other employees.

2. Avoid surprises. Workers should never be completely surprised by a termination. Give your employees regular feedback on their performance, and suggest methods for improvement.

At the very least, progressive discipline proves to a court that you had valid reasons for terminating a worker.

3. Play by the rules. Follow your established discipline policy. If your handbook says you'll provide a verbal warning, a written warning and a probationary period, then do each step.

Of course, your handbook also should give you the right to immediately terminate workers who engage in serious misconduct. But before skipping progressive discipline, be sure of your facts. It's not enough to hear rumors of wrongdoing from others. Conduct a thorough investigation, and then ask the employee for his side.

Put an end to termination anxiety by joining us for our newest webinar, Termination Workshop: How to Fire Without Lawsuits or Drama. Attorney Anniken Davenport will provide a clear explanation of what HR and supervisors must do to prepare for and carry out a termination. Anniken literally wrote the book on the topic, Fire at Will, and you'll receive a complimentary copy just for registering.

4. Watch what you say. Workers will remember whatever you say on the day you fire them—or in the preceding weeks—in the worst possible light. While you should always avoid making statements that could be construed as discriminatory, you should be especially cautious if you may have to fire a worker.

5. Don't be too kind. Sometimes you may feel compassion for a worker you must fire, but don't express your feelings in the wrong way. If a worker's performance is substandard, don't offer compliments on his job performance. Doing so may make you feel better, but it will only infuriate the worker because it will appear that he is being fired for no reason. And that can easily spark a wrongful termination suit.

Also, when hiring workers, don't make promises you can't keep. Some courts have taken general statements, such as "We hope you'll be with us a long time," as a promise of perpetual employment.

6. Keep quiet. Don't discuss your reasons for the termination with other employees. It's enough to say, "Jamie will not be working with us anymore." Some employers have spoken too freely about the reasons for a departed worker's termination, only to find themselves in court defending a defamation of character suit.

Termination Workshop: How to Fire without Lawsuits or Drama

In this 75-minute, interactive webinar, Anniken will give you definitive, practical guidance on:
  • The best way for supervisors to document discipline and performance to support legal terminations
  • The correct step-by-step protocol for termination meetings (where, when, with who and what to say)
  • What must ALWAYS be said during a termination … and what must NEVER be said
  • How to use a well-written severance Anniken Davenportagreement to avoid lawsuits
  • Simple words that ease tension and prevent arguments and violence during the firing
  • The best day and time of the week to terminate groups of employees versus individuals
  • How WARN and mini-WARN laws work when laying off large numbers of employees
  • When and how to contest unemployment benefits
  • What extra care to take if the employee has made a discrimination complaint
  • Plus, answers to your specific questions on termination policies and procedures!
In airplanes, takeoffs and landings are the most dangerous part of the flight. The same is true with employees. Hirings — and, even more so, firings — are the biggest flash points for employee lawsuits. Register now.
Google Plus
Linked In

The email address for your subscription is _t.e.s.t_@example.com
Unsubscribe | About Us | Contact Us | Privacy Policy
Copyright 2019 Capitol Information Group (CIG). All rights reserved.
7600A Leesburg Pike
Falls Church, VA 22043

Email Marketing by ActiveCampaign