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3 Musts for Employee Terminations in the United States

  • By: lipplaw
    Published: May 26, 2021
  1. Respect + Kindness

    Disrespected or mistreated employees are SO much more likely to leave your company with a bad taste in their mouth, and have the power to wreak havoc for months or even years after they are separated. Lead with kindness, respect, and compassion. It costs nothing, and is a major way to reduce lawsuit risk.

  2. Short, 2-Way Termination Conversation (In Person or Videoconference)

    A brief in-person or videoconference termination discussion is ideal. Body language is evidence, and if a company does a telephone termination, this evidence is lost. If state laws allow for one-party consent to record, consider recording the conversation.

  3. Precede with Notice, Documentation, + Legal Consultation – Laws Vary Widely

    Some companies come to me with termination documentation but miss a step. This is meeting with the employee, telling them what needs to change, + giving them the opportunity to fix it, if possible.

    Verbal discussion followed up by email to the employee places the employee on notice of what is wrong with their performance + an opportunity to fix it. This step also can give the employee lead time to see the writing on the wall + get another job lined up.

Need help with an employee termination issue? Contact The Lipp Law Firm today.

Kathryn Megan Lipp

Katie dedicates her practice to employment separation guidance.
Based on her successful employment litigation practice...Read More

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