How to Terminate Poor Performers and Insubordinates without Provoking a Lawsuit

Thursday, August 11, 2016 at 2pm ET

Duration: 60 minutes

Many supervisors fear that they can't fire an insubordinate or poor-performing employee because they'll get sued. These supervisors aren't wrong. Thanks to the explosion of new laws designed to protect workers, it's easier than ever for fired employees to take their former companies to court, claiming discrimination, retaliation, or even breach of contract.

When insubordinate or troublesome employees push you too far, it’s tempting to fire them on the spot. But acting rashly can get you into a world of legal trouble. Employees fired abruptly are far more likely to sue than those who are given warnings.

Terminating an employee for poor performance seems like a no-brainer. It’s nothing personal. The worker just isn’t getting the job done and would be better off in another job. But even when the termination is 100% justifiable, managers must be extremely careful how they conduct themselves.

We’ve asked attorney Linda Hollinshead of Duane Morris, LLP to detail what HR, supervisors and managers need to know when terminating employees.

LEARNING OBJECTIVES

In just 60-minutes, we’ll cover:

What traps to avoid that hover around “knee-jerk” terminations
The main reason terminated employees sue
The number one managerial oversight that gives terminated employees traction in a lawsuit
When you should, or shouldn’t, fire an insubordinate employee on the spot
The one thing not to do when terminating an insubordinate employee
The most common mistake supervisors make during the actual termination conversation
Three guidelines to lower your risk, and a blueprint for terminating employees in a way vastly reducing the likelihood you’ll get sued

ABOUT THE SPEAKER

Linda Hollinshead, Esq., is an employment law attorney at Duane Morris, LLP. She trains and counsels employees on FMLA compliance, medical and religious accommodations, leaves of absence policies, harassment and discrimination prevention, responding to harassment and discrimination claims, business diversity, termination of employees, hiring practices, performance appraisals and performance management. She also conducts employee complaint investigations and assists clients in drafting employee policies and handbooks, confidentiality and non-compete agreements, employment agreements, termination and severance agreements as well as independent contractor agreements.

Certification

This program has been approved for 1.0 recertification credit hour through the HR Certification Institute (HRCI) & Society for Human Resource Management (SHRM).

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What You Get With Each Option

Live Only

Participation in the live upcoming webinar

Recording Only

Full MP4 recording of webinar, including Q&A. Choose digital download or CD-ROM by mail.

Live + Recording

Participation in the live webinar + Full MP4 Recording. For recording, choose digital download or CD-ROM by mail.

Event Value Pack

Participation in the live webinar + Full MP4 Recording + Audio-only MP3 recording. For recordings, choose digital download or CD-ROM by mail.

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