The first step in the termination process should be to note a solid reason for termination. If it was merely a “bad fit”, for example, offer more detail. By only listing a vague reason, the employer makes itself vulnerable to unlawful termination suits. This is where the actual reason for termination applies and ties into post-employment benefits received, if any. The next couple steps taken in the termination process will keep your business out of legal trouble.
Join Craig J. Davidson, CEBS, with the FutureOffice Network for “Best Practices in Termination”
About the Speaker
Mr. Davidson is Principal of Davidson Marketing Group, LLC and the FutureOffice Network. Davidson is also on the faculty at the Sheldon B. Lubar School of Business at the University of Wisconsin, Milwaukee. He is also a monthly columnist for Employee Benefits Adviser magazine.
About FutureOffice Network
FutureOffice Network is an internet-based H.R. service with approximately 17,000 active users across the United States. Its tools streamline employer workflow and include coverage for H.R. and benefits or property and casualty groups. FutureOffice Network offers support in areas ranging from Safety and Training to Employee Benefits and Communications.