Mitigating Risk: Strategies for Employee Terminations

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Overview

Employee terminations are the responsibility of both managers and human resources. They are never easy, regardless of the reasons.

HR and managers need to work in partnerships to ensure the employee has been properly coached and taken through any disciplinary process your company requires prior to a decision to terminate. Terminating an employee without going through this process puts your company at risk of being sued.

There are complicated situations, such as when an employee is abusing either state and/or federal leave, such as with FMLA, or they are in a protected class, or the accommodation you put in place is just not working and there is no other accommodation that would not cause your company an undue hardship. This course will also include discussions about these complicating circumstances.

Why you should Attend

Terminating employees is a difficult part of any HR manager's job. How this process is handled will be a large factor in whether a terminated employee will sue the company for wrongful termination. This course will help ensure your process is managed in a fair and legally compliant manner.

Areas Covered in the Session

Document performance issues - how and when
Follow the disciplinary process
What if the employee has an employment contract?
Consult with legal counsel related to local, state, and federal employment law
Conduct a fair and impartial investigation
Prepare termination documentation
Schedule for a termination meeting
Conduct the termination meeting
What to do after termination

Who Will Benefit

Human Resources and Supervisors/Managers Involved in the Termination Process

Speaker Profile

Cynthia Keaton SHRM-SCP, founder and chief consultant for KeatonHR, LLC, brings over two decades of impactful human resources leadership experience across a diverse spectrum of both private, non-profit and public entities. She has worked in HR in manufacturing and distribution organizations in fiber optic cable, heavy equipment, cement, consumer products, life sciences, and food. Her experience also includes consulting for a large county government in Florida.

Her career trajectory spans from the dynamic environments of start-ups and acquisitions to the complexities of Fortune 500 corporations. This extensive background provides her with an understanding of the HR challenges inherent at different stages of growth, a perspective particularly valuable for an HR consultant.