Firing

There’s danger in every aspect of firing, from WARN Act layoffs and exit interviews to constructive discharge and more.

Learn how to fire an employee and sidestep wrongful termination lawsuits, with battle-tested firing procedures, and employment termination letters. At last, you can fire at will!

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A former roadway programs coordinator with the Pennsylvania Department of Transportation has appealed his firing to the state Supreme Court in hopes of being reinstated.
If your business is planning or considering downsizing at these levels, then a review of the WARN Act needs to be undertaken early in the process.
Some federal courts are tiring of having to process long-winded pro se complaints.
Treat every pending termination as if you will have to prove that you had solid business reasons for your decision.
Generally, you should enforce workplace rules as equally as possible.
If you have a policy on terminating employees who are out on leave, be sure to issue reminders about the rule and the timeline.
HR must be careful in weighing what it's gaining against what it could be losing.
Before you decide to change the reason why you discharged a worker, consider the possible impact of a potential lawsuit.
If an employee engages in violent behavior and is fired, she isn’t entitled to unemployment compensation benefits.
Unless a contract specifically said otherwise, you can fire at-will employees for any reason or no reason at all, with three exceptions.
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