are you prepared ? are you sure ?. discrimination retaliation constructive discharge
TRANSCRIPT
whistleblower protection rights are designed to: encourage employees to halt,
report or testify about employer acts that are
illegal or unhealthy, without fear of employer
retaliation.
Negative, false statement of fact regarding Serious criminal
misbehavior Sexual misconduct Background checks
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Develop fair rules & consequences
Clearly communicate policies Conduct a fair investigation Balance consistency &
flexibility Use corrective—not punitive—
action
Terminate the Employee’s Services If you have a progressive discipline policy, follow
that process before moving to termination
You may need to be more flexible (e.g. advancing the severity, shortening the process, etc.) based on the individual situation
Consider the timing of the termination meeting relative to other open or outstanding issues
Terminate the Employee’s Services Ensure the employee has been afforded due
process
Schedule termination meeting as soon as possible after process and documentation are complete
Arrange to have two witnesses present
Prepare meeting materials: termination letter, forms, termination checklist, etc.
Guidelines for the Termination Meeting: Keep it short and to the point
Do not try to make it easier by saying “nice” things
Employee must know specifically why his/her services are being terminated – employee must leave with a clear understanding of what caused this action
Stand your ground – do not allow the employee to argue with you
Set out a plan and follow it – do not change your mind