Lawsuit-proof termination meetings: 6 smart steps.

  1. Prepare and document. Make sure you've documented legitimate business reasons that support your action.

  2. Have a witness. If another observer is present, the employee will have less opportunity to later make false accusations about events that occurred during the meeting. The witness should be a manager--one who is not emotionally invested in the firing.

  3. Don't debate the decision. You gain nothing by trying to convince the employee that he or she deserved to be fired. And don't offer compliments on aspects of his or her work to soften the blow. This will only infuriate the worker because it will appear that he or she is being fired for no reason (or a discriminatory one). Document the discussion.

  4. Handle final pay and transition issues. In some states, when an employee is terminated, you must pay all wages within 24 hours after the employee's demand. To avoid disputes, hand over the final paycheck at the termination meeting. If the employee has company property, make arrangements now for its immediate return. If the employee has a non-compete, explain your expectations.

  5. Know your...

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