Many HR professionals say the toughest part of their job is employee terminations. No surprise there, and it’s usually no day at the beach for the exiting employee either. Mapping out the termination process and employee entitlements in advance will reduce the sting of terminations for both sides.
It Pays to be Nitpicky!
Another reason to have all ducks in a row: courts have awarded additional damages for aspects of the manner of dismissal that may seem a little nitpicky. A few examples: an employer’s failure to provide a written termination letter, late statutory payments, miscalculations in statutory amounts, and inaccurate ROEs. Courts have also called employers out for failing to explain an employee’s rights in a termination letter. All the more reason for employers to tighten up their termination process and termination letter template.
Nailing down the structure and amount of a severance package that will lead to the swiftest resolution first requires a strategic review of the employee’s specific situation. SpringLaw uses a detailed e-questionnaire to make severance package recommendations and, where applicable, spot issues requiring deeper legal review (such as potential claims of discrimination or reprisal). This makes for a smooth path between the termination decision and termination meeting.
Termination Best Practices
Here are some termination best practices to soften the landing for both sides:
TRENTON, N.J. — Abbott Laboratories has agreed to pay more than $384 million to settle allegations that the company caused false claims to be submitted to federal and state programs involving cert...