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Terminate an Employee
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Step 3:
Avoid illegal termination
Whether justified or not, employees can challenge a termination for a variety of reasons, even if they're working on an at-will basis. Before making a final decision, ask yourself if the employee:
Is filing a workers' compensation claim
Is about to receive a promised bonus or retirement package
Has refused the sexual advances of a superior or coworker
Has a legal case pending against you, your company, or coworkers
Has reported inappropriate businesses practices to the authorities
Has served as a juror or has had to respond to a legal subpoena
Has part of his or her wages garnished for child support
Belongs to a group that, by virtue of gender, race, religion, ethnicity, national origin, sexual orientation, disability, and so on, is otherwise underrepresented in your office
If any of the above are true, seriously consider the services of a lawyer. A relatively short consultation could save you big money down the road.
In addition, you should review any contract you and your employee may have signed in the past. Obviously, you'll have to follow the contract's terms. Again, the eyes of a good lawyer may be necessary to shed light on vague terms like "good cause" or "legitimate business reasons."
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