Webinar Pack
Modules:
Pack of THREE : Top Employee Terminations
Product Id: 9002
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Overview: When firing an employee, it is important to understand at-will-employment and labor law violations. In general, at-will-employment means that either the employer or the employee can terminate the employment relationship at any time, for any reason (or no reason at all).
However, there are some exceptions to at-will-employment, including when an employee is fired in violation of labor law. Some common labor law violations include firing employees for whistleblowing or for refusing to do something illegal. If you are considering firing an employee, this course will give you some practices and strategies to implement before consulting an attorney, making building your legal strategy must more effective.
Why should you Attend: Attending this webinar on how to fire an employee legally can be beneficial for several reasons. Firstly, as an employer or a manager, it is crucial to be aware of the legal and ethical considerations involved in the termination process to avoid any potential legal issues or lawsuits.
Secondly, this course can provide valuable insights into the best practices for conducting a termination meeting, communicating with the employee, and handling potential reactions and emotions.
Lastly, attending this session can help improve your leadership skills and help you create a positive workplace culture by demonstrating respect and fairness towards employees even in challenging situations like termination.
Overall, attending this webinar can provide valuable knowledge and skills that can benefit both the employer and the employee in the long run, making it a worthwhile investment of time and resources.
Areas Covered in the Session: This 1-hour webinar is designed for employers, managers, and HR professionals who want to learn how to conduct legal and ethical terminations while avoiding potential legal issues and lawsuits. The webinar will cover key topics such as the legal considerations involved in the termination process, how to communicate effectively with the employee being terminated, and best practices for handling the aftermath of a termination.
In this webinar, participants will learn:
Who Will Benefit:
Why should you Attend: Attending this webinar on how to fire an employee legally can be beneficial for several reasons. Firstly, as an employer or a manager, it is crucial to be aware of the legal and ethical considerations involved in the termination process to avoid any potential legal issues or lawsuits.
Secondly, this course can provide valuable insights into the best practices for conducting a termination meeting, communicating with the employee, and handling potential reactions and emotions.
Lastly, attending this session can help improve your leadership skills and help you create a positive workplace culture by demonstrating respect and fairness towards employees even in challenging situations like termination.
Overall, attending this webinar can provide valuable knowledge and skills that can benefit both the employer and the employee in the long run, making it a worthwhile investment of time and resources.
Areas Covered in the Session: This 1-hour webinar is designed for employers, managers, and HR professionals who want to learn how to conduct legal and ethical terminations while avoiding potential legal issues and lawsuits. The webinar will cover key topics such as the legal considerations involved in the termination process, how to communicate effectively with the employee being terminated, and best practices for handling the aftermath of a termination.
In this webinar, participants will learn:
- The legal considerations involved in the termination process including federal and state laws related to discrimination, retaliation, and wrongful termination
- Best practices for conducting a termination meeting, including how to communicate the reasons for termination clearly and respectfully Strategies for managing potential reactions and emotions from the employee being terminated, including tips for handling difficult conversations and maintaining professionalism
- Ways to minimize the impact of a termination on the remaining employees and the overall workplace culture
- In addition, the webinar will include a discussion of the recent National Labor Relations Board (NLRB) ruling that has changed the game for businesses. The ruling, which took effect in February 2023, impacts the use of confidentiality agreements and anti-disparaging clauses. This ruling has significant implications for employers and managers who need to understand how to navigate these changes while still maintaining their legal and ethical obligations
- By the end of the webinar, participants will have a better understanding of how to conduct legal and ethical terminations while minimizing the risk of potential legal issues and lawsuits. They will also be equipped with the knowledge and tools to handle the aftermath of termination in a respectful and professional manner, ultimately contributing to a positive workplace culture
Who Will Benefit:
- Risk Assessors
- Human Resources Personnel
- CEO's
- Supervisors
Brenda Neckvatal helps the strongest leaders deal with the messiest people, because leadership gets real when emotions get loud, trust gets shaky, and egos start swinging. She’s a three-time bestselling author, an award-winning Human Results expert, and a serial entrepreneur featured in Forbes, Entrepreneur, Fast Company, Inc., and US News & World Report.
After 18 years inside six Fortune 500 companies, Brenda transitioned out of traditional HR and into Human Results, where the goal isn’t checking boxes. It’s getting results. Her no-fluff strategies have helped over 1,000 leaders and 700 companies avoid costly mistakes, fix toxic dynamics, and build teams that actually work.
Brenda has spoken on nearly 400 stages, delivering high-impact transformational keynotes that break through the audience’s mental background noise and land with such precision, audiences lean in, lose track of time, and get fully immersed in the message. With 30 years of experience, she’s a trusted mentor in crisis management, group dynamics, and leadership transformation, especially when the stakes are high and the people are difficult.
She also donates 32 weeks a year to The Honor Foundation, helping Navy SEALs and Special Forces veterans navigate the transition to civilian life with purpose and clarity.
After 18 years inside six Fortune 500 companies, Brenda transitioned out of traditional HR and into Human Results, where the goal isn’t checking boxes. It’s getting results. Her no-fluff strategies have helped over 1,000 leaders and 700 companies avoid costly mistakes, fix toxic dynamics, and build teams that actually work.
Brenda has spoken on nearly 400 stages, delivering high-impact transformational keynotes that break through the audience’s mental background noise and land with such precision, audiences lean in, lose track of time, and get fully immersed in the message. With 30 years of experience, she’s a trusted mentor in crisis management, group dynamics, and leadership transformation, especially when the stakes are high and the people are difficult.
She also donates 32 weeks a year to The Honor Foundation, helping Navy SEALs and Special Forces veterans navigate the transition to civilian life with purpose and clarity.
Webinar#
Terminating Employees Safely
Overview: The concept of Employment at Will has been watered down to the point that it almost has no meaning. A comprehensive discussion on when and how to use employment at will is included in this webinar.
In over 45 years of HR experience, my estimate is that 95% of discrimination charges are filed when an employee is terminated.
Proper documentation of disciplinary actions will also be reviewed as well as strategies for delivering the termination message whether it is a termination for cause or a reduction in force.
Why should you Attend: 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. This webinar will give participants a template to use to minimize such actions on the part of the terminated employee.
Areas Covered in the Session:
Who Will Benefit:
Proper documentation of disciplinary actions will also be reviewed as well as strategies for delivering the termination message whether it is a termination for cause or a reduction in force.
Why should you Attend: 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. This webinar will give participants a template to use to minimize such actions on the part of the terminated employee.
Areas Covered in the Session:
- Discussion on "Employment at Will"
- No Surprises
- The Importance of Work Standards
- The Concept of Fairness
- Events Leading to Termination
- Documentation
- Planning the Termination Discussion
- Holding the Termination Discussion
- Written Termination Letter
- What Not To Do
- Post Termination
- Reductions in Force
- Action Items
Who Will Benefit:
- Human Resources Professionals
- Business Owners
Bob McKenzie, has over 40 years of human resources management experience. His background includes a wide range of hands-on experience in all areas of Human resources management in all types of industries within the public and private sectors.
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 Journal. 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.
Overview: Paying your employees final paycheck is more confusing than it seems. Although Federal law has broad regulations you have to comply with, States have the most rules, and they differ widely. Failure to accurately and completely pay what your worker is due can be tricky. Further, you may have to pay them the minute you terminate them.
It is not just as simple as paying final wages. Employees who earn PTO such as vacation, sick leave and other payments need to have those calculated and taxed properly. When it is due is dependent on whether they reigned or were terminated. State law determined when all those payments are due, and how they are taxed. We will go over these rules for each state. We will also review tax guidelines for each.
You also have to consider what to do with other benefits your employee was receiving when they worked for you. Health insurance is subject to COBRA rules upon dismissal. Retirement and workers compensation must be paid or forwarded to new accounts. Learn about the requirements for these and others.
Why should you Attend: Finally, we will go over the penalties you face for non-compliance. Terminating employees is an anxious time for workers and employers alike. We will discuss the penalties state by state for not paying your ex-workers when due. The Dept of Labor in your state can be easily accessed by these workers. The DOL will certainly contact you if you are out of compliance. The fines aren’t just monetary - there are criminal penalties as well.
So join Mark Schwartz for this informative webinar on termination pay.
Areas Covered in the Session:
Who Will Benefit:
You also have to consider what to do with other benefits your employee was receiving when they worked for you. Health insurance is subject to COBRA rules upon dismissal. Retirement and workers compensation must be paid or forwarded to new accounts. Learn about the requirements for these and others.
Why should you Attend: Finally, we will go over the penalties you face for non-compliance. Terminating employees is an anxious time for workers and employers alike. We will discuss the penalties state by state for not paying your ex-workers when due. The Dept of Labor in your state can be easily accessed by these workers. The DOL will certainly contact you if you are out of compliance. The fines aren’t just monetary - there are criminal penalties as well.
So join Mark Schwartz for this informative webinar on termination pay.
Areas Covered in the Session:
- Know the state and federal regulations on termination pay for all states you operate in
- Calculate and pay accurate amounts to workers who quit or are fired
- Know proper taxes to withhold
- How to either pay out or forward fringe benefit accounts and balances
- Comply with other regulations such as cobra
Who Will Benefit:
- Payroll and HR Managers and staff
- Hiring Personnel
- Internal and External Audit Personnel
- A/P Managers and Staff
Mark Schwartz is an employment tax specialist and has over 15 years of employment tax experience as an independent consultant and as a payroll tax auditor with the State of California. He has managed an audit caseload of 20 ongoing audits, from small home-based businesses to large multi-national corporations. He is expert at defining regulatory and statutory requirements from local, State and Federal government agencies; and helping the average businessperson understand what that means to their business. He has processed weekly and bi-weekly payroll checks plus tax forms for businesses with hourly as well as exempt workers, multistate operations and a wide variety of benefits.
Mr.Schwartz provides consulting services encompassing payroll processing and payroll tax issues. These include payroll tax minimization, payroll tax compliance reviews, independent contractor studies, use of electronic transfers, deductions, benefits, etc. Mark has represented both clients and the State in front of the State Appeals Board. He understands the complexities of local wage laws, unemployment and disability claims, and other wage and benefit issues affecting your employees.
Mark prides himself on his outstanding customer service skills. He listens attentively to his clientele, helping them bridge the gap between the small business world and Government bureaucracy. He eagerly assists with clients needs and feels that educating clients toward faster, accurate and more complete payroll processes provide the most value.
Mark is a participating member of the American Payroll Association. He earned his BA and MBA in Finance at Santa Clara University. He has held Certified Internal Auditor and Certified Investment and Derivatives Auditor Credentials. Mark is currently pursuing a Certified Payroll Fundamentals Credential with the American Payroll Association.
Mr.Schwartz provides consulting services encompassing payroll processing and payroll tax issues. These include payroll tax minimization, payroll tax compliance reviews, independent contractor studies, use of electronic transfers, deductions, benefits, etc. Mark has represented both clients and the State in front of the State Appeals Board. He understands the complexities of local wage laws, unemployment and disability claims, and other wage and benefit issues affecting your employees.
Mark prides himself on his outstanding customer service skills. He listens attentively to his clientele, helping them bridge the gap between the small business world and Government bureaucracy. He eagerly assists with clients needs and feels that educating clients toward faster, accurate and more complete payroll processes provide the most value.
Mark is a participating member of the American Payroll Association. He earned his BA and MBA in Finance at Santa Clara University. He has held Certified Internal Auditor and Certified Investment and Derivatives Auditor Credentials. Mark is currently pursuing a Certified Payroll Fundamentals Credential with the American Payroll Association.
