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7 Questions to Ask When Establishing Cause for Disciplining and Terminating Employees

 

Make sure you are using the proper employee discipline and termination procedures to protect you and your company from unwanted claims.

Do you have a procedure for handling discipline and terminations? Are you consistent in disciplining employees that commit the same offense? How do you know? Do you attempt to address potential workplace problems through employee training and educating supervisors or do you wait for an incident to occur? In this topic, you will discover how to respond to workplace incidents. You will learn when to treat employee offenses the same and when circumstances require a tailored response. You will also learn how an improper response can expose the company to liability and create a work environment with low morale and high employee turnover. The content will help you to draft policies that can aid you in resolving workplace incidents and improve their procedures for countering a workplace incident when it occurs.

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7 Questions to Ask When Establishing Cause for Disciplining and Terminating Employees

Agenda

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7 Questions to Ask When Establishing Cause for Disciplining and Terminating Employees

Faculty

Brett Holubeck

Cruickshank and Alaniz, LLP

Brett Holubeck is an associate attorney at Alaniz Schraeder Linker Farris Mayes LLP. He defends employers in labor and employment law matters and helps companies with their business immigration needs. Brett regularly support clients facing investigations concerning wage and hour, discrimination, retaliation, and harassment charges by government agencies including the Equal Employment Opportunity Commission and the Department of Labor.

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7 Questions to Ask When Establishing Cause for Disciplining and Terminating Employees

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