In this video blog post, shareholder Ericka Adler explains what employers need to know before terminating an employee for breach. She discusses how to evaluate whether conduct actually violates the ...

When an employee’s employment ends – whether due to a routine layoff, a negotiated separation, or an unexpected termination for-cause – human resources and legal teams must coordinate quickly and ...

Should the evaluation require discussion of a substandard performance, do not allow your personal feelings to taint the evaluation, thus creating a bias or possible grounds for a discrimination ...

I have been involved in too many termination conversations to count. It’s never easy, and it can be tempting to try to ease the pain by just sending the message in an email. But before you write a ...

Some employers are following President Trump's lead and dispensing with traditional, face-to-face meetings when they are terminated. Face-to-face delivery of such news is seen as reducing the chance ...

Wrongful termination includes being fired for discriminatory reasons, violations of the FMLA or as retaliation for legal complaints. Key federal laws such as the Civil Rights Act, ADA, ADEA and PDA ...

An employer may not be liable for unlawful retaliatory termination even if an employee previously protested suspected employer misconduct and even if the employee can further show the timing of the ...

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