Firing an employee – it’s a task no manager enjoys, but sometimes it’s necessary for the business.
And while most terminated employees will eventually get over the breakup, some will take their bitterness – and your company – to court.
If you and your supervisors don’t consider every lawsuit possibility before ending a relationship, you could end up in legal trouble.
Avoid a future lawsuit
Before cutting ties with one of your employees, be sure these questions are being asked:
1. Is my decision to terminate fair? Consider why you’re firing the employee, and whether that reason is actually grounds for termination. Make sure you have the proper documentation, like performance reviews [or Performance Reports], to support your decision.
2. What am I going to say? Plan out exactly what you’re going to say, and avoid mentioning anything that could come back to haunt you – like hearsay or personal attacks. Be brief, keep it professional and stick to the script you planned ahead of time.
3. Will I need to tie up loose ends? The answer will likely be yes – from providing their final paycheck or having their login credentials disabled and company-owned technology collected. Your best bet: have the loose ends organized and ready before hand.
Adapted in part from “10 Questions to Ask When Firing an Employee” by Kim Lachance Shandow, at entrepreneur.com, as published in CFOandControllerAlert.com
P.S. from NHE, Inc.: Human Resources must be consulted in advance on all involuntary terminations of employment.