Liability Prevention and Management: Lawsuit-Proof Discipline and Termination (available in English and Spanish)

Why Train on This Topic?

Employers must train each supervisor how to lawfully and effectively discipline and terminate employees in order to:

·       Provide supervisors with the practical skills they need to correct employee problems before discipline and termination is needed
·       Teach supervisors how to properly document disciplinary problems as they arise
·        Avoid wrongful termination, discrimination, and other lawsuits brought by disciplined or terminated employees

Why Use Us?

Because legal and effective discipline and termination requires psychological sophistication and legal savvy – and this is the only program jointly developed by a labor law attorney and clinical psychologist.  Managers and supervisors, for example, can fall into some psychological traps (procrastinating, creating a psychological distance that comes across as uncaring, unclear communication) that can increase liability.  At the same time, they must have a clear understanding of civil rights laws and other due process issues that can protect the organization should a discipline or termination decision be challenged in court.

Length of Training: Seminars can run from ½ to 2 days depending upon the needs and request of the client.

 Do your managers need this training? Consider the following scenarios and the questions that follow it.

Sample Course Scenario:  Janice has not been performing her job well the last few months. To complicate matters further, her supervisor tells you she believes Janice may have stolen some money from the petty cash fund. 

·       How do I honestly communicate my expectations and concerns to a poor-performing employee?
·       How do I handle and document performance appraisals?
·       How do I give bad evaluation to an employee with a history of conduct problems?
·       What do I do if an employee disagrees with his performance appraisal?  What if s/he refuses to sign it?
·       When I go to talk to the employee about the missing money, she demands to have her attorney, co-worker, and mom sit in on the discussion. Who must I allow to sit in?
·       How do I effectively interview an employee about alleged misconduct?
·       How do I evaluate an employee’s credibility? How do I document this credibility determination?
·       Can I discipline an employee even if there are no witnesses to the allegations against the employee?
·       How do I choose the appropriate level of discipline?
·       What should I say when I terminate or discipline an employee?
·       What do I do if another employer calls me for a reference about a former employee?

Do your managers know the answers to the above questions? To learn more about the Lawsuit-Proof Discipline and Termination course, call us at 858-481-8625.

Need harassment/discrimination prevention training for your employees? Check out our award-winning Appropriate Workplace Behavior course for managers and employees.