Are You Prepared ? Are You Sure ?

1. Wrongful Termination Are You Prepared ? Are You Sure ?

2. What is wrongful termination? • Discrimination • Retaliation • Constructive Discharge

3. At Will Employment Definition • voluntary and indefinite for both employees and employers

4. Implied Contract • Promise • Statement • Company Policy • Company’s historical actions

5. Retaliation for Whistle Blowing • whistleblower protection rights are designed to: • encourage employees to halt, report or testify • about employer acts that are illegal or unhealthy, • without fear of employer retaliation.

6. Constructive Discharge • Extraordinary change • Intolerable working conditions

7. Defamation Laws • Negative, false statement of fact regarding • Serious criminal misbehavior • Sexual misconduct • Background checks

8. Fraud • intentional twisting of the truth or • concealment of facts

9. Background Check Laws • Fair Credit Reporting Act • Bankruptcy Act • Discrimination Laws • Defamation laws

10. Performance Evaluations • Performed annually • Written truthfully

11. Documentation Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document… Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document, Document,

12. The Principles of Just Cause • Develop fair rules & consequences • Clearly communicate policies • Conduct a fair investigation • Balance consistency & flexibility • Use corrective—not punitive—action

13. Is the decision to fire final?

14. Take Action Terminate the Employee’s Services • If you have a progressive discipline policy, follow that process before moving to termination • You may need to be more flexible (e.g. advancing the severity, shortening the process, etc.) based on the individual situation • Consider the timing of the termination meeting relative to other open or outstanding issues

15. Take Action (cont.) Terminate the Employee’s Services • Ensure the employee has been afforded due process • Schedule termination meeting as soon as possible after process and documentation are complete • Arrange to have two witnesses present • Prepare meeting materials: termination letter, forms, termination checklist, etc.

16. Take Action (cont.) Guidelines for the Termination Meeting: • Keep it short and to the point • Do not try to make it easier by saying “nice” things • Employee must know specifically why his/her services are being terminated – employee must leave with a clear understanding of what caused this action • Stand your ground – do not allow the employee to argue with you • Set out a plan and follow it – do not change your mind