The worst-case scenario in rightfully terminating a problem employee is NOT taking the proper steps.
In the discharge and discipline of employees, traps for the unwary are plentiful. Effective use of severance and separation packages avoids post-employment lawsuits, and can reduce unemployment taxes. Our employment law team can assist you in preventing unwanted claims in court, including those from the EEOC, “at will” or “just cause” terminations, and unemployment claims.
Contact us for a consultation and protect your business
The worst-case scenario for employees is to lose your job, lose your income, have no severance package, with no unemployment compensation, and no ability to sue your employer for wrongful termination. So, are you missing out on getting money from your employer? Employees need to know: are you an “at will” or “just cause” employee? Were you fired for misconduct, terminated for job performance, or laid off? Are you eligible for unemployment benefits? Are you eligible for COBRA or other benefits? Do you have a claim for wrongful discharge? Can you go to work for a competing employer without getting sued?
Does your employer have a standard policy on stepped discipline, severance pay, or termination benefits? Is there an internal dispute resolution procedure? Has it been waived? Did you receive a severance package? How do you evaluate it? Is it fair? Can you get more?