It’s inevitable: At some point you will have to discipline, or even terminate an employee. Establishing the necessary groundwork is critical in both instances. An unfair or poorly handled termination could put your business at significant risk and legal liability. Thorough preparation, documentation and execution work in your favor when you do it right (and against you when you don’t).
This webinar will help you learn and understand best practices of performance improvement plans, discipline and termination in connection with performance or conduct issues.
Why Should You Attend:
Even the most skilled experienced employers will find disciplining and terminating workers who are underperforming or breaking the rules. The path to effective, appropriate discipline is strewn with so many pitfalls that often prove to be a trap for the unwary, including without limitation, failing to document all incidents regarding a discharge, firing an employee who has health or personal problems, or waiting until the employee’s performance has deteriorated past the point of no return to address it.
In this 90-minute webinar you will learn about current legal – and practical - dos and don'ts of employee discipline and termination. You will leave this webinar with useful tools, includingh best practices for preparing, communicating, and documenting performance improvement plans for your workers. You will also learn how to avoid or defend yourself against bias and retaliation claims made by departing employees.
Areas to be covered include, without limitation:
- Steps and precautions to take before the termination
- Practical guidelines for avoiding legal pitfalls
- Ways to conduct a proper, pain-free termination meeting
- Post-termination considerations
- The legal thresholds you must meet when firing workers based on bad behavior or poor performance.
- How to avoid (and defend yourself against) bias and retaliation claims made by departing employees.
- How to avoid making mistakes when disciplining or terminating older workers and other "protected class" employees.
- The special challenges presented by workers out on leave, from FMLA and USERRA to workers comp.
- Best practices for writing disciplinary and termination documents
- Best practices for implementing discipline and termination
- Documenting discipline and termination meetings
- Post-termination considerations
Who Will Benefit:
- HR managers
- Department heads and supervisors
- Owners and managers of small businesses
- HR professionals
- Employee Relations Professionals
- HR Administrators
- Compliance Professionals
- Senior Managers;
Ask your question directly from our expert during the Q&A session following the live event.
Janette Levey Frisch
Janette Levey Frisch has over 20 years of legal experience, more than 10 of which she has spent in Employment Law. It was during her tenure as sole in-house counsel for a mid-size staffing company headquartered in Central New Jersey, with operations all over the continental US, that she truly developed her passion for Employment Law.
Janette operates under this core belief: It is possible, and it is in an employer’s best interest, to proactively solve workforce challenges before they become problems before they result in lawsuits or steep fines caused by government audits.
Janette works with employers on most employment law issues, acting as the Employer’s Legal Wellness Professional — to ensure that employers are in the best position possible to avoid litigation, audits, employee relations problems, and the attendant, often exorbitant costs. Janette authors the firm’s weekly blog, where you can read each week, in plain English (not legalese) about issues impacting employers today. Janette has written articles on many different employment law issues for many publications, including EEO Insight, B-Tank, Staffing Industry Review, @Law, and Chief Legal Officer.
Janette is a member of the Workplace Violence Prevention Institute, a multidisciplinary task force dedicated to providing proactive, holistic solutions to employers serious about promoting workplace safety and preventing workplace violence.
Janette has also spoken and trained on topics, such as Criminal Background Checks in the Hiring Process, Joint Employment, Severance Arrangements, Pre-Employment Screening among many, many others.
Pedu is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please portal.shrm.org.
This Program has been approved for 1.5 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute®? (HRCI®).
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Pedu doesn’t support any Fake – News, Articles, or Compliance updates; Our Industry Experts are highly verified and recognized, and their Pre-publishment is verified via our experts and fact-checkers.
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