**NOTE: Any discussion of legal ideas in any of my public facing materials is not legal advice. You must consult counsel to get legal advice based on your facts and circumstances. Do not rely on the content of this message without consulting a lawyer. No attorney-client relationship is formed by this content (video, blog, etc.) Unless you have retained my firm and I have specifically acknowledged I am your lawyer you should not rely on any of my statements as legal advice.**
00:00:00.659 –> 00:00:05.339
Hey everyone it’s The Our Shawn welcome to a special edition of the McBride attorneys law show
00:00:05.700 –> 00:00:18.210
here on YouTube. We are going to be talking about what do you do when you terminate an employee. Now I’m a lawyer, so quickly disclaimer, I cannot give you legal advice for your specific situation. So everything we’re talking about here is very general.
00:00:18.840 –> 00:00:28.980
Basic principles ideas, you want to take into account you want to consult with your lawyer to implement specific strategy that works on your, your state law. The nuances that are going on your situation, etc.
00:00:29.340 –> 00:00:33.990
I’m going to talk generally high level. Some things you should think about what terminated that boy general state of the law.
00:00:34.950 –> 00:00:43.020
In and I’m talking very broadly here because I’m not going to any specific state. I’m only licensed in 12 states in DC. So I’m not licensed everywhere.
00:00:43.620 –> 00:00:50.820
But we want to talk about some of the legal considerations you want to take into account when terminate an employee so
00:00:51.300 –> 00:01:04.590
The first thing is, you know, obviously if you’re watching this video, or if you’re thinking about this, you are thinking about terminated employees. Now, a lot of the stuff that makes this easier comes before the facts so
00:01:05.700 –> 00:01:20.850
Going forward after you get through the shield want to get your files important right, you want to write employment agreements, the right contracts the right terminology, the right employee handbooks you want to set everything up so that you make it very easy to terminate.
00:01:22.470 –> 00:01:30.180
When the situation arises. Right. We don’t want to be in the business of terminate employees, but it is going to happen from time to time in a business. So if we have contracts.
00:01:30.480 –> 00:01:39.330
Employment manuals. Everything set clear expectations clear rules and we go from there. So you’re in a situation now though, you need to get rid of somebody. What do you do
00:01:40.110 –> 00:01:45.060
First thing you do is pull the contract out right so if there is a contract or agreement, let’s go there.
00:01:45.840 –> 00:01:56.280
Very less common with employees have an actual contract. A lot of times what happens when employees brought on at will. Here in the United States, which means the employee can be terminated anytime
00:01:56.700 –> 00:02:01.050
Or the employee can leave anytime some situations, you’ll have an actual contract.
00:02:01.470 –> 00:02:10.470
Beyond that, it’s an independent contractor you’ll often have an independent contractor room that we’re really talking about employees here, but a lot of same principles will apply to independent contractors
00:02:10.950 –> 00:02:16.380
And there’s also a lot of people who’ve signed independent contractors who are also employees. So a lot of the employee laws and rules.
00:02:17.100 –> 00:02:21.630
Will still apply because just because you signed independent contractor doesn’t mean
00:02:22.110 –> 00:02:29.370
That they’re an employee. Okay, so get the contract out. Look at it, see what it says about termination, you know, makes what payments what notices are
00:02:30.180 –> 00:02:35.370
There what eventually determination, you’re going to have to comply with your contract if applicable.
00:02:35.880 –> 00:02:47.880
Yeah, if you’re like most employers, you’ll won’t have an actual contract true employee will potentially have some agreements they signed statements that they’ve agreed to policies and procedures so
00:02:48.420 –> 00:02:55.230
Those policies and procedures may have your grounds for termination in there which case you bolstered your case because the expectation was set
00:02:55.590 –> 00:03:04.080
Clearly in advance. The rules are there and as long as its rules are being applied fairly across all the employees, you’re managing some of your risk.
00:03:04.860 –> 00:03:16.860
If there’s employees are those rules are there and are not applied evenly across all your employees. Now we’re back into a risk situation. So we really want to assess this where we are. Where does it mean
00:03:17.580 –> 00:03:28.230
What does it do so take in terms of that get the contract out, get your policies out. Do we have a solid route, what we’re looking for here is to document.
00:03:28.920 –> 00:03:37.890
The fact that we can terminate the employee right that they can leave the organization that we didn’t do it really for a discriminatory reason that’s usually our big concern.
00:03:38.520 –> 00:03:49.260
For us is to make sure that we treat everybody fairly you can fire somebody for basically any reason that you can do it for a protective reason those protections are going to vary from federal state to local
00:03:49.770 –> 00:03:52.230
Things like religion, national origin.
00:03:53.010 –> 00:04:02.160
age, gender, these are protected characteristics. These are the reasons why you can’t terminate people for those reasons, you can terminate the things unrelated to those reasons you want to build a good file there.
00:04:02.820 –> 00:04:10.260
So we’re looking to make sure that we’re documenting that we’re not terminated people. For these reasons, because those can give grounds to employment claims.
00:04:11.010 –> 00:04:19.020
From there, we want to make sure that we handle the termination process. Well, depending on a sensitivity of the nature of what’s happening.
00:04:19.410 –> 00:04:25.170
What protect your company property that’s, you know, the actual physical assets, the employee has
00:04:25.560 –> 00:04:33.780
Plus any know how they might have customer list, etc. So in some cases, you’re going to want cut off access to those items before you actually terminate the employees.
00:04:34.650 –> 00:04:37.020
Regardless, you need to call with a plan. Okay.
00:04:37.560 –> 00:04:46.710
What am I going to indicate with them. How’s this physically going to happen and what are we going to do with all the data information etc that they have, you’re gonna have to assess the situation for the level of operative ness.
00:04:47.130 –> 00:05:01.290
How people are working together how things are going and based on that, that determines your path to action. So think through that build to that and then act accordingly. Now get that out there with the employee.
00:05:02.310 –> 00:05:09.270
Figure out how you’re going to physically terminate them, whether it’s going to be email, phone call in person meeting and how you’re going to secure your information.
00:05:10.020 –> 00:05:17.190
At these meetings, generally speaking, less is more. So it’s going to be a communication from the employer side of, you know, we are terminating you
00:05:18.780 –> 00:05:21.270
Perhaps because you violated this clause, you did that.
00:05:22.830 –> 00:05:26.940
Didn’t do this or they just had decrease in demand for our services, whatever it is you’re in a
00:05:27.480 –> 00:05:32.670
Very simple, maybe one or two sentences and why you’re terminated employees and you don’t want a back and forth discussion.
00:05:33.450 –> 00:05:39.690
You may want somebody to go there as supervisors that discussion to show that it was what you said it was set of script beforehand.
00:05:40.230 –> 00:05:48.900
Do the termination process and don’t look back on that point, I have the employee leave the facility or disconnect them from the network and move forward.
00:05:49.230 –> 00:05:56.430
So I hope these are some helpful tips on processing the termination process. Right. You want to make it very clean, very succinct.
00:05:56.910 –> 00:06:01.320
Very straightforward don’t need to get into a lot of back and forth in discussion with the employee.
00:06:01.650 –> 00:06:14.010
You want to make sure you had your documentation in place on why did it, but that your file, just in case there’s a lawsuit later. Those things will help protect you. You want those contemporaneous records that you’re keeping as part of your business.
00:06:15.090 –> 00:06:19.740
So that in the event of litigation, you’re able to refer to them and show that they are the business records.
00:06:20.310 –> 00:06:27.390
Which means, make sure you have a policy and procedure for how you keep the termination records and follow those all the time.
00:06:27.780 –> 00:06:33.390
So that you will have business records which will help you. The event litigation business records is a very special meaning.
00:06:34.110 –> 00:06:41.310
In litigation. You want to make sure you’re keeping business records of what’s happening, which needs follow policy procedure be consistent about it.
00:06:41.880 –> 00:06:50.910
Okay, I hope that’s helpful. If you have questions, drop your comments below on the McBride attorneys law show on YouTube, you’ll find that you’ll find this video there on that channel.
00:06:51.810 –> 00:06:59.730
Comment. Let us know what you’re thinking, what challenges you have don’t put any attorney client information there but talk very generally maybe some experiences you’ve had things that you’re
00:07:00.390 –> 00:07:09.180
Questioning will try to do more videos to help you. And of course in that connection. Make sure you are subscribed to the McBride attorneys law show over at YouTube.
00:07:09.600 –> 00:07:17.130
And ring the bell to get notifications so that you’ll see when we post additional updates get specific questions or issues, feel free to reach out to me.
00:07:17.610 –> 00:07:24.840
I’m not soliciting your work as an attorney, but I would love to know generally what’s going on in the marketplace what issues are out there for employers.
00:07:25.200 –> 00:07:33.870
So that we can tailor content to you. And of course, you have a specific legal issue, as we discussed in the beginning. Don’t rely on this for advice. Consult the attorney of your choosing.
00:07:34.350 –> 00:07:44.610
And work with them on work to an issue. So, folks, thanks for joining me on The Our Shawn looking forward to seeing you in addition to future editions other McBride attorneys law show I will talk with you again very soon.
Posted In: UncategorizedAbout the AuthorR. Shawn McBride — is the Managing Member of The R. Shawn McBride Law Firm, PLLC. Shawn works successful, private business owners in their growth and missions to make a company that stands the test of time. You can email R. Shawn McBride Law Firm or call (214) 418-0258.