COURSE DESCRIPTION: Many supervisors fear that they can't fire a bad or poor-performing employee because they'll get sued. These supervisors aren't wrong. Thanks to the recent explosion of new laws designed to protect workers, it's easier than ever for fired employees to take their former companies to court, claiming discrimination, retaliation, or even breach of contract.
When insubordinate or troublesome employees push you too far, it’s tempting to fire them on the spot. But acting rashly can get you into a world of legal trouble. Employees fired abruptly are far more likely to sue than those who are given warning.
Terminating an employee for poor performance seems like a no-brainer. It’s nothing personal. The worker just isn’t getting the job done and would be better of in another job. But even when the termination is 100% justifiable, managers must be extremely careful how they conduct themselves.
We’ve asked attorney Linda Hollinshead of Duane Morris, LLP to detail what HR, supervisors and managers need to know when terminating employees. In just 60-minutes, we’ll cover:
- What traps to avoid that hover around “knee-jerk” terminations
- The main reason terminated employees sue
- The number one managerial oversight that gives terminated employees traction in a lawsuit
- When you should, or shouldn’t, fire an insubordinate employee on the spot
- The one thing not to do when terminating an insubordinate employee
- The most common mistake supervisors make during the actual termination conversation
- Three guidelines to lower your risk, and a blueprint for terminating employees in a way vastly reducing the likelihood you’ll get sued
ABOUT THE SPEAKER: Linda Hollinshead, Esq., is an employment law attorney at Duane Morris, LLP. She trains and counsels employees on FMLA compliance, medical and religious accommodations, leaves of absence policies, harassment and discrimination prevention, responding to harassment and discrimination claims, business diversity, termination of employees, hiring practices, performance appraisals and performance management. She also conducts employee complaint investigations and assists clients in drafting employee policies and handbooks, confidentiality and non-compete agreements, employment agreements, termination and severance agreements as well as independent contractor agreements.
 HRCI CERTIFICATION: This program has been approved for 1.0 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage.
 MONEY-BACK GUARANTEE: We're so confident you'll get what you want out of this conference that we'll refund your full fee if you’re not satisfied. It's risk-free.
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