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 you should 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