The risks of a former employee filing a discrimination charge increase significantly after they are terminated involuntarily. It is hard to find information on how many discrimination charges are as a result of terminating employees (as opposed to hiring, discipline, or other reasons), but in my experience of 42 years in dealing with Human Resources issues, I would say that the percentage is more than 95 percent. Therefore, termination must be handled well. There are several steps that should be followed when having a termination discussion with an employee. Following the steps in this webinar will greatly minimize your risks of being charged with discrimination when you have to terminate an employee.
In this webinar, participants will learn how to document poor performance, conduct disciplinary discussions, and terminate employees safely in a way that will minimize the risks of the employee going to a governmental agency to get back at the employer.
In this webinar, participants will learn how to document poor performance, conduct disciplinary discussions, and terminate employees safely in a way that will minimize the risks of the employee going to a governmental agency to get back at the employer.
Bob McKenzie Bob McKenzie has over 40 years of human resources management experience. His background includes a wide range of hands-on experience in all HR practices.Bob has been cited in a number of Human Resources trade publications. Among them are HR.com, HR Magazine, HR Florida Review, Vault.com, BNA and the Institute of Management and Administration and the Business Journals. He has been a speaker at a number of conferences as well as audio and web-based seminars.Bob recently received two prestigious awards for his service to the community and his profession. Entrepreneurial Anchor Magazine presented him with the “Man of Steel” award for …
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