In most states, workers are employed on an “at will” basis. That means employers typically may terminate workers at any time for any legal, nondiscriminatory reason.
However, at-will status doesn’t mean you won’t get sued. More and more employees are filing and winning wrongful-termination lawsuits that allege they were fired for some discriminatory reason or in retaliation for engaging in protected activity. Employees’ lawyers often look at wrongful-termination suits as easy pickings, good at least to squeeze a quick settlement from an employer.
The key, then, is prevention. Minimize your exposure to wrongful-termination claims by following these six steps:
Establishing a step-by-step process for discipline is the most reliable way to protect your organization fromcharges.
Clearly outline the behaviors that may trigger discipline and the actions you will take as a result. ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Free handout: The 9 discrimination flashpoints your managers must avoid
- 6 elements staffing firm contracts must include
- Employee claims bias after transgender dispute
- Beware desperate 'whistle-blower': Document reason for firing to stop retaliation claim