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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You can terminate a disabled individual if you conclude the employee can’t under perform the essential functions of a job with or without accommodations.

Before firing anyone, ask yourself the following questions to gauge whether you could defend yourself in a wrongful discharge suit.
Employees who elect to continue their health insurance coverage after a work separation get to maintain that coverage even if the employer switches plans.
If an employee alleges she lost her job during a reduction in force because of discrimination or retaliation, counter that claim by showing there were real economic reasons for letting her go.
Employers have the right to contest a former employee’s eligibility for unemployment benefits. Talk it over with your attorney first.
Workers don’t give up their First Amendment rights when they take a government job. But that doesn’t mean that they can say anything, anywhere.
It should be item No. 1 on the termination checklist.
Under Minnesota’s unemployment compensation rules, an employee’s single incident of misconduct can be grounds for discharge—and can keep the employee from collecting benefits if it was a serious violation.
Two former Wells Fargo employees who didn’t cheat in the bank’s ill-conceived incentive scheme to drive new business have filed a $2.6 million class-action lawsuit.
When deciding who stays and who goes during a reduction in force, use as many objective criteria as possible.
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