Employers have always avoided termination, either because it is not easy to terminate someone or because it can be difficult to defend any allegations of wrongful termination. Cases of wrongful termination have emerged and increased since the late 2000s year. Research has identified the following factors in this increase:

• Employees are more aware and knowledgeable of the workplace rights 
• Employees taking chances in making “a killing” by charging discrimination 
• Equal Employment Opportunity Commission (EEOC) established increased awareness on how employees can make these charges 
• New whistleblower protections for employees who turn in Employers 
• More resources on websites by the Department of Labor (DOL) providing employees with ways to confirm if Employers are violating current regulations 

Because of these and other factors, Employers are now more than ever at risk of litigation against termination decisions. The EEOC has established definitions and guidelines of what constitutes discrimination and what employees are part of “protected classes” and discrimination claims. Now that there have been additional protections under EEOC, Employers should consider these regulations and prepare for those potential Risks.

Employers need to be aware of the cost of these actions via litigation, fines & penalties, and even criminal sanctions. Employers need to ask if they have the protections they need when they make decisions on termination, reduction in force, demotion, suspensions and disciplinary actions.

Learning Objectives:-

Learn how employees should be terminated with dignity, respect and within regulations 

• Learn how to mitigate wrongful termination allegations before they happen 
• Create a termination checklist that will reduce your risk when making a decision to terminate 
• Gained knowledge of the EEOC regulations and guidelines to prevent allegations of discrimination or wrongful termination 
• Create a policy that will assist managers in terminating employees without fear of retribution from the regulatory agencies and employees
• Use training of your managers to reduce your risk since you can be held liable for Managers/Supervisors with bad management and poor judgment in handling employees 
• Teach Managers how to document performance issues in preparation for 
• Develop a termination process that will ensure consistency, fairness, and objectivity and reduce risks
• Learn what factors can be an obstacle in ensuring a worry-free termination process
• Learn how to handle volatile terminations, including employees who own weapons, have a history of  aggressive behavior, domestic violence, sexual assault or stalking,  harassment, mental illness and other behavior issues that  can pose a risk to Managers and employees
• Learn how Retaliation regulations need to be addressed before terminating an employee

Areas Covered:-

• Termination regulations in different states
• Retaliation Regulations and the impact in terminations
• Identification of Regulatory Agencies and the enforcement focus on Trending Workplace Regulations for coming months
• Critical Reasons Why Managers Should be Trained on the Termination Best Practices to Ensure Safety From Potential Violence
• How Weapons Can Impact Termination Decisions
• How Managers Can be Vicariously liable for actions or non actions in the workplace and be fined instead of the Employer in some Termination Decision 
• Which Regulations are More Than Likely to Target Employers on Termination Decisions

Who Should Attend:-

• Human Resources Professionals
• Employers 
• Managers/Supervisors 
• Executives 
• Compliance professionals 
• Business owners 
• Professionals who handle employee relations issues.