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.
WHY SHOULD YOU ATTEND?
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.
AREA COVERED
- The importance of work standards and standards of behavior
- Steps to take when considering terminating an employee
- Things to avoid when telling an employee they are no longer employed
- Planning the termination discussion
- Things to have prepared for the terminated employee
- Writing a script for the discussion
- Communications with co-workers after the termination
- The importance of documentation
LEARNING OBJECTIVES
- Ensuring that the termination is not a "surprise"
- The best day and time to conduct a termination
- Allowing the employee to walk out with their head up
- Behaviors to avoid when terminating an employee
- How to communicate the change to co-workers?
- Planning for the termination discussion
WHO WILL BENEFIT?
- Human Resources professionals
- HR managers
- HR administrator
- HR staff
- Small Business owners
- Non-Profit administrators
- General managers
- Office managers
- Payroll professionals
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.
- The importance of work standards and standards of behavior
- Steps to take when considering terminating an employee
- Things to avoid when telling an employee they are no longer employed
- Planning the termination discussion
- Things to have prepared for the terminated employee
- Writing a script for the discussion
- Communications with co-workers after the termination
- The importance of documentation
- Ensuring that the termination is not a "surprise"
- The best day and time to conduct a termination
- Allowing the employee to walk out with their head up
- Behaviors to avoid when terminating an employee
- How to communicate the change to co-workers?
- Planning for the termination discussion
- Human Resources professionals
- HR managers
- HR administrator
- HR staff
- Small Business owners
- Non-Profit administrators
- General managers
- Office managers
- Payroll professionals
Speaker Profile
Bob McKenzie brings over 40 years of extensive human resources management experience to the table. With a rich background spanning various industries in both the private sector, public sector, and nonprofit organizations, Bob has honed his expertise in all facets of HR practices.His insights and expertise have been recognized in numerous Human Resources trade publications, including HR.com, HR Magazine, HR Florida Review, Vault.com, BNA, the Institute of Management and Administration, and the Business Journals. As a sought-after speaker, Bob has graced several conferences and led engaging audio and web-based seminars.Bob holds a Bachelor of Science in Commerce Degree with double …
Upcoming Webinars
From Challenges to Compliance: Understanding Dietary Supple…
How To Conduct An Internal Harassment And Bullying Investig…
Improving Employee Engagement & Retention Through Stay Inte…
Using Behavior Based Interviewing for Finding the Best Matc…
Leadership: Strategic Planning and Decision Making
The Anti-Kickback Statute: Enforcement and Recent Updates
Do's and Don'ts of Documenting Employee Behaviour, Performa…
De-Stressing Your Leadership for Greater Impact
Emotional Intelligence: Mastering the Emotions of Great Lea…
Bootcamp for New Managers and Supervisors: Avoid These 7 Mi…
How to Conduct Exit Interviews - Implementing and Enhancing…
Coming Soon - New Minimum Salary Levels for Exempt Employee…
Utilizing HR Metrics to Illustrate & Improve Human Resource…
Pivot tables beginner to advanced + 20 advanced Pivot table…
Finance & Accounting 101 Simplified
Understanding How To Write A Compliant CAPAs
Mastering the Candidate Experience in Talent Acquisition.
4-Hour Virtual Seminar on Transformational Leadership - The…
Uplifting the Credibility of HR: How to Build the Credibili…
Treasury Risk Management, Funding, Liquidity, Interest Rate…
Courts No Longer Have to Give Deference to Agency’s “Expert…
21 CFR Part 820 - Quality System Regulation - Applying Prin…
Building Fair Chance Hiring Policies in 2024
HIPAA Bootcamp for Health Care Providers, Professionals, an…
Building GMP Excellence: A Guide to Implementing Compliant …
FDA Technology Modernization Action Plan (TMAP) and Impact …
Weathering the Storm: Navigating Resource Constrained Waters
How to Survive an Emotionally Toxic Workplace
21 CFR Part 11 - Compliance for Electronic Records and Sign…
Excel Power Skills: Master Functions, Formulas, and Macros …
How to Give Corrective Feedback: The CARE Model - Eliminati…
SOPs - How to Write Them to Satisfy those Inspectors
2-Hour Virtual Seminar on the 6 Most Common Problems in FDA…
Understanding the Artificial Intelligence Landscape
Employee Handbook Requirements for 2024. Includes Updated F…
Essential Job Functions According to the American with Disa…
Stay Interviews: A Powerful and Low-Cost Employee Engagemen…
FDA Audit Best Practices - Do's and Don'ts
Engineering Change Management (ECM)
Batch Record Review and Product Release
Workplace Investigations 101: How to Conduct your Investiga…