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If the employee pursues a legal recourse, wrongful termination may cause your company lawsuits of hundreds of thousands of dollars. Often, the punitive damages, court and attorney fees and other compensatory damages may increase the cost to a great extent. With the settlement costs so high, it's of utmost importance to comply with the legal guidelines before, while and after you terminate an employee.
Along with the Federal laws ensuring wrongful terminations are prevented, each State also has a set of legislations on it as well. Terminating an employee is always a challenge. Doing it wrong can result in discrimination charges, wage and hour complaints and wrongful discharge lawsuits. Planning and conducting termination discussions will go a long way to protect your organization from being victimized by a complaint from a terminated employee.
That’s not all. In 2022, organizations must also safeguard computer systems from being sabotaged and employees from potential violence. Join us on Clatid this October to learn about all of the tools you need to ensure terminations are handled correctly to greatly reduce the potential for complaints being filed with outside agencies or lawsuits.
-Discussion on “Employment at Will”
-Legal guidelines on employee termination
-The importance of work standards
-What is the concept of fairness and why is it important?
-What events lead to termination?
-What's the legally compliant way of the termination documentation process?
-How to effectively plan the termination discussion?
-How is the termination discussion held?
-What do you need to know about the written Termination Letter?
-What are the mistakes you need to avoid?
-What is there to do post termination?
-What are the action items?
It is not uncommon for an employee to display anger and/or hurt after being terminated from his/her position. As a result, an employer should be mindful of the possibility of an increased risk for the employee filing a wrongful termination lawsuit, filing a charge of discrimination or retaliation, filing a wage and hour, FMLA or Workers Compensation retaliation complaint with state and federal agencies, sabotage and/or destruction of company property, the use of social media to spread disparaging and derogatory statements, and in extreme cases the use of threats and acts of violence. While the possibility of retaliation can never be predicted or prevented, companies can attempt to minimize the negative impact it can have on business operations.
Join us to learn the best ways to minimize such actions on the part of the terminated employee.
-Human Resources professionals
-All organizations
-Small business owners
-Supervisors
-Managers
Bob McKenzie has over 40 years of human resources management experience. His background includes a wide range of hands-on HR practices including in all aspects of Human Resources. He collaborates with Clatid Compliance to help the HR professionals stay current and compliant.
Bob has been cited in a number of Human Resources trade publications. Among them are HR.com, HR Magazine, HR Florida Review, Vault.com, BNA and the Institute of Management and Administration, and the Business Journals. He has been a speaker at a number of conferences as well as audio and web-based seminars.
Bob is a graduate of Rider University where he received a Bachelor of Science in Commerce Degree and double majored in Industrial Relations and Organizational Behavior and lives in Brunswick, Georgia.
Clatid is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please portal.shrm.org.
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