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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No employee should ever be taken by a “You’re fired!” surprise when it comes to subpar performance.
Alison Green gets lots of comments on her “Ask A Manager” blog, but 1,200 on a single post?
Sometimes, the right way to handle an otherwise dischargeable offense is with leniency.
When it comes to discipline, employees aren’t entitled to the equivalent of a jury trial. It’s good enough that the employer investigated and considered the employee’s input before deciding in good faith on a course of action.

You know that employee who always seems to be filing meritless discrimination or harassment complaints? You can and should discipline that guy.

Have you ever presented an employee the option to resign or get fired? Maybe you believed you were helping the employee to graciously exit the workplace without the embarrassment of a termination.
Employers are required to take reasonable steps to stop comments that are particularly offensive. That doesn’t automatically mean you have to fire an offensive employee. You can discipline instead and hope that fixes the problem.
If you ever have to consider cutting staff via a reduction in force, be sure to consider who among your employees might feel aggrieved enough to cause big legal trouble.
Before you approve a reduction in force, make sure supervisors don’t use the layoffs as a way to get rid of employees they don’t like.
Are separate oil rigs counted under one company bannner?
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