As today’s historically high unemployment rates suggest, most people know someone who has endured the experience of losing a job. George Clooney’s portrayal of downsizing expert Ryan Bingham in the film Up in the Air has become something of a cultural touchstone: the employer’s paid representative coolly providing the bad news of imminent unemployment. However, the reality for most businesses, including medical practices, is that the business owner or another employee is tasked with the uncomfortable role of terminator. If the termination is handled improperly, the former employee may lodge a complaint against you. In fact, wrongful termination charges filed with the United States Equal Employment Opportunity Commission (EEOC) rose last year for the seventh consecutive year.
Explore this issue:May 2012
Here are tips for avoiding a wrongful termination charge:
The difference between a termination that gives rise to a dispute and a termination that brings quick closure is often in the planning. A summary termination in response to something that just happened should be a very rare event. Even in a case in which an employee’s conduct clearly justifies immediate termination, you should take time to plan the termination.