Important Considerations in Terminating an Employee
Wednesday 11:30 AM – 12:30 PM
Whether an employee is terminated for performance, disciplinary, or economic reasons, there are important steps that the employer should take before and after the termination. Even with at-will employees, documentation of an employee’s performance and disciplinary problems is important to avoid claims of wrongful termination, and even if terminations are being made for economic reasons, does the termination impact a protected class of employees more significantly. Notifying the employee of the termination can be fraught with problems. If a severance agreement is going to be offered, careful consideration should be made to what is contained in an agreement so that future claims cannot be asserted and is compliant with company policy and tax laws. Employers also need to give careful consideration to requests for reference, unemployment claims and service letter requests
Chad Reis is a skilled trial lawyer and focuses his practice on employment law, representing employers in employment litigation before juries in state and federal courts and before state and federal administrative agencies. He has a broad range of employment law experience, including claims involving discrimination, whistleblowing, and retaliation. Chad is a member of the Eighth Circuit Civil Jury Instruction Committee and the Employment Committee for National Retail Federation. Chad is a frequent speaker to human resource professionals and management lawyers, and has contributed as an author to several authoritative employment law treatises.