The risks of a former employee filing a discrimination charge increase significantly after they are terminated involuntarily. It is hard to find information on how many discrimination charges are as a result of terminating employees (as opposed to hiring, discipline, or other reasons), but in my experience of 42 years in dealing with Human Resources issues, I would say that the percentage is more than 95 percent. Therefore, termination must be handled well. There are several steps that should be followed when having a termination discussion with an employee. Following the steps in this webinar will greatly minimize your risks of being charged with discrimination when you have to terminate an employee.
WHY SHOULD YOU ATTEND?
In this webinar, participants will learn how to document poor performance, conduct disciplinary discussions, and terminate employees safely in a way that will minimize the risks of the employee going to a governmental agency to get back at the employer.
AREA COVERED
- The importance of work standards and standards of behavior
- Steps to take when considering terminating an employee
- Things to avoid when telling an employee they are no longer employed
- Planning the termination discussion
- Things to have prepared for the terminated employee
- Writing a script for the discussion
- Communications with co-workers after the termination
- The importance of documentation
LEARNING OBJECTIVES
- Ensuring that the termination is not a "surprise"
- The best day and time to conduct a termination
- Allowing the employee to walk out with their head up
- Behaviors to avoid when terminating an employee
- How to communicate the change to co-workers?
- Planning for the termination discussion
WHO WILL BENEFIT?
- Human Resources professionals
- HR managers
- HR Administrator
- HR staff
- Small Business Owners
- Non-Profit administrators
- General managers
- Office managers
- Payroll professionals
https://247compliance.us/terminating-employees-safely/1374?through=RuthMartine_11thAug_GRC&sm_grc
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