Terminating employees is never easy. Not only do you have to think about the employee’s reaction and those of co-workers who may be worried about their own jobs, you also have to worry whether the employee will sue and how to minimize the risk.
One area you have control over is making sure that every terminated employee receives legally mandated termination notices. Miss one and a lawsuit becomes more likely.
Your best bet is to establish a comprehensive checklist for every termination. Here’s a quick guide.
New N.Y. WARN Act regs
If your organization plans on mass layoffs, you must comply with both the federal Worker Adjustment and Retraining Notification (WARN) Act and New York state’s version.
There have been recent changes to the state law and the emergency regulations issued by the New York Department of Labor. The New York WARN Act requires some employers to provide 90 days’ notice to employees, employees’ unions and g...(register to read more)
- Public employer? Beware retaliation against employee who testifies in civil rights case
- Tap into new online portal for I-9 resources
- More reason to encourage safety: OSHA airing your dirty laundry
- Prepare now for Paid Family Leave Act, taking effect in 2009
- Act fast to accommodate deteriorating medical condition