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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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?
Employers don’t have to tolerate intoxicated employees. That’s willful misconduct that bars receiving unemployment benefits.
Recently the U.S. Supreme Court concluded that a public employee cannot be discharged because he may have supported his boss’s opponent in an election. Now, however, a federal court has limited the impact of the ruling for employees whose positions involve policymaking or employee confidentiality.
Some employees seem to believe that as long as they engage in whistleblowing, they’re immune from getting fired. That’s not true.
Thorough and accurate HR documentation is what wins lawsuits.
Disciplinary and termination meetings are emotionally charged events that carry the potential for legal troubles.
Employees fired for misconduct are not eligible for continued health insurance.
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