About The Event
No one likes being the bad guy. The termination process is one of the most difficult work related processes. A few months ago you and the worker shared pictures or discussed sporting events. Now you have to tell this person that he needs to get a new job. Also the termination if not done properly or for the wrong reasons will lead to employee lawsuits and in this day and age could lead to workplace violence.
Do you know steps you can take to help smooth this difficult process minimize the risk of employee lawsuits and workplace violence? Do you want your termination decision to be analyzed by a court and a jury for years to come? Employers must terminate employees from time to time in order to run their businesses effectively.
In today’s litigious world, terminating employees is an emotional and legal minefield for managers and supervisors. Even subtle differences in preparing for and conducting terminations can impact greatly the level of legal risk, and whether an employer faces a claim that may cost six figures (or more) in potential liabilities and litigation costs. This webinar will give you knowledge on employment laws at the federal & state level and practical strategies about the process of termination.
- Type of Employees being terminated (At-Will, Government, Contract).
- Review of the Company Termination Policy : Different termination reasons
- Federal & State Laws Related to Wrongful Termination
- Discipline process and termination paperwork
- How to conduct a termination meeting
- Severance Pay, Waivers of Legal Rights and Unemployment Claims: Key considerations for individual terminations and group layoffs.
- Post termination legalities
- Workplace violence
- Employee Termination Policies
- Risk Analysis
- When Is It Illegal to Fire An Employee?
- Documenting Procedures and guidelines
- Who should be present during the termination?
- What you should or shouldn’t say during termination proceedings
- Informing the Employee
- Final Paycheck , Severance Pay and Unemployment Claims
- How to utilize the termination procedure to reduce the risk of lawsuits and the risk of workplace violence
Who Should Attend
- In-House Counsel
- Compliance Officers
- Human Resources
- Business owners
- Office managers
- Company presidents
- General counsel
Industries: Human Resource, HR Compliance
Stuart Silverman has been practicing law for over 30 years and is the principal of the Law Offices of Stuart M. Silverman, P.A., located in Boca Raton, Florida. The emphasis of his practice is in the area of labor and employment law, and business and commercial litigation. Mr. Silverman has represented both private and public employers, as well as individual employees in a whole host of complex business disputes and employment settings at administrative levels, and state and federal trial and appellate courts. His extensive employment litigation experience includes claims under age, race, sex discrimination, wage and hour claims, whistleblower and retaliation claims, ADA and FMLA claims, public employee's claims, as well as disputes under employment contracts, non-compete agreements, trade secrets disputes, and partnership breakups. Mr. Silverman is a frequent speaker on his areas of practice. He focuses on helping businesses by taking a proactive approach to their employment and business law needs, and provide assistance with compliance on workforce issues, employment handbooks and policies, employee contracts, non-competition, and non-solicitation agreement, partnership agreements, shareholder agreements, contracts and buyouts and severance issues and commercial leases. Mr. Silverman is also a member of The Workplace Violence Prevention Institute ("WPVI") a group formed to investigate solutions and strategies from a proactive and systemic perspective to minimize the risk of workplace violence and school violence, specifically violence caused by employees or former employees or former students. Through tailoring results to each company, each workplace can take simple proactive preventive measures can go a long way to prevent an episode of workplace violence.
The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.
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