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.
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.
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.
Bob McKenzie
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 …
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