In this information-packed webinar you will learn how to set up a defensible termination in California, and discover how to protect your organization from charges of wrongful discharge. Plus, you’ll come away with:
- In-depth understanding of the concept of employment at will – what it means, and what are its limits
- The role “progressive discipline” should play
- Best practices for documenting misconduct and performance problems
- What your personnel file should include prior to termination
- Steps to take to avoid claims of discrimination or retaliation
- Why it’s so important that an employee be given the true reason for a termination
- Severance agreements – strategies to ensure they are enforced
- What your severance agreements should and should not include
- How to use arbitration of employment disputes to strengthen your position
Product ID: 9203
Plus, you get the new and exclusive guide – Progressive Discipline: Step by Step Guidance to Change Unacceptable Employee Behavior and Improve Performance – a $247 value – FREE!
Jam-packed with step-by-step guidance, this must-have guide covers:
- Progressive Discipline Guidelines
- Key Elements of Progressive Discipline Steps
- Suggested Progressive Discipline Steps
- Sample Written Warning
- Exceptions to the Progressive Discipline System
- Avoiding Disciplinary Action
- How to Address Employee Issues
- Documenting Disciplinary Action
- Avoiding Progressive Discipline Mistakes
- Determining if Progressive Discipline Right for Your Company
Plus, your guide includes sample materials and finger-tip access to:
- Progressive Discipline Steps
- Counseling Session (Verbal Warning)
- Written Warning
- Suspension Without Pay (or Probation)
- Performance Improvement Plan Templates
Discover How to Protect Your Organization from Charges of Wrongful Discharge!Order my recording now
James J. McDonald, Jr.
Partner, Fisher & Phillips LLP
Jim McDonald is managing partner of Fisher & Phillips LLP’s Irvine office and a partner in the Los Angeles office. He is also the firm's marketing partner and chair of the firm's Development Committee. Jim tries employment cases before juries, judges and arbitrators. He has defended hundreds of employment lawsuits alleging wrongful termination, employment discrimination, sexual and other forms of harassment, wage and hour violations, retaliation, defamation and related torts.
Continuing Education Units
HRCI – Receive 1.25 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”
C4CM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.50 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.