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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Some problems will eventually go away if you wait long enough. But that's not the attitude to take when employees request workplace accommodations for their physical or mental conditions.
The ...
Terminating a class of employees and offering them to return as independent contractors can save you thousands. But it may raise eyebrows. That's why, to avoid lawsuits under the Age Discrimination ...

Here's a primer on what sexual harassment is and how to react when you see it.

Issue: Employees who return from injury leave may or may not be covered under the ADA.
Risk: By treating employees as if they're "disabled" (even if they're not), supervisors create ...
Issue: Severance packages usually ask departing employees to waive their rights to file various employment lawsuits.
Risk: If you include FMLA in that mix, you'll risk having the whole package ...
When discussing hiring, firing or promotion decisions, make sure you can back up any claims with some proof. And impress upon others involved in such discussions to also be truthful and ...
In severance agreements, employers typically require employees to sign promises not to file employment-related lawsuits. But don't try to include FMLA rights in that
waiver.
Why? A new ruling ...
Issue: Severance agreements that deny severance payments to employees fired "for cause."
Risk: Failing to clarify "for cause" could result in having to pay severance to people fired for blatant ...
You may know that the ADA entitles disabled people to reasonable accommodations to allow them to perform their job's essential functions. But what about employees who have minor medical ailments that ...
In sexual harassment cases, your worst-case scenario is harassment by a supervisor. That's because sex harassment by a supervisor resulting in a tangible employment action (firing, demotion, pay cut, etc.) is ...