Overview:
This webinar will cover how to avoid legal pitfalls of involuntary separation of employment, how to address poor performance, what to say at a termination, if you should give a termination letter (and why) and what to say and do after the termination.
Are you a good boss? It is estimated based on several national surveys somewhere between six and seven out of every ten managers in corporate America are not very good as managers. Put another way, it is estimated that as many as 90% of workers have experienced at least one ineffective manager. With statistics like this, it can be very challenging for an organization to effectively address poor performance and terminate employees in a risk-free manner. This webinar will go through a self-assessment to see if you are a good boss and how to improve your leadership when it comes to managing employees.
The webinar will review questions to ask prior to terminating an employee for poor performance to minimize your legal risks. Questions such as: is there a legitimate explanation for the poor performance, does this behavior warrant termination, are our practices consistent with similar behavior, is the termination premature, and does the employee have any pre-termination rights? Reviewing these questions prior to termination can avoid future legal actions that the employee may take.
When terminating an employee, should you give them a reason in writing in the form of a letter? The answer may surprise you. This workshop will go over what to give the employee in writing at the time of termination and what information to share with the employee. All this can help to avoid claims for wrongful discharge.
Why should you attend: If done incorrectly, the decision to terminate an employee carries with it the risk of a possible legal challenge, can be disruptive to the workplace, lower productivty, and create low morale.
Depending upon an employer's policies or whether an employee has an employment contract, an employee may, for example, have a breach of contract or "wrongful discharge" claim. An "at-will" employer - that is, an employer who reserves the right to terminate employees without cause - generally does not need to worry about such claims. However, an at-will employer still must be concerned about many other possible claims.
Areas Covered in the Session:
- Self-assessment on your management skills
- How to document poor performance and terminations
- How to conduct a termination meeting
- What information should be given to an employee when ending their employment
- How to communicate effectively after the termination
Who Will Benefit:
- Benefit Managers
- Human Resources