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March 9, 2010
Breakfast Bulletin: Termination To-Do List
Time: 8:30 a.m. - 10:30 a.m.
Location: Little Rock Offices
500 President Clinton Avenue
Suite 200
Little Rock, AR 72201
Contact: Kelly Davenport
501-371-9999
kdavenport@cgwg.com
Details:
Documentation needs to be in order before the meeting with the employee takes place. Managers must decide if the terminated employee will receive severance, medical coverage, additional vacation days, or other perks. Should performance appraisals, written warnings, salary information, and all correspondence with that employee be a factor in your decision? Does the employee need to sign anything? Should you have a witness observe the proceedings?
What happens when an employee leaves to go work for a competitor, but before he goes, he copies confidential information for use at his new job? The stolen information could damage your organization for years. There are a number of pitfalls to avoid when building a case against a former employee who you believe has taken your confidential information. The root of the problem is that most HR and IT personnel, while good at what they do, are not trained in computer forensics and the steps necessary to build a case through computer evidence. In this seminar, attorney Allen Dobson and IT forensics expert Ashley Mooney will show you how to:
• Discipline an employee using our 12-Step Discipline Program
• Document for your protection
• Scrutinize the evidence and factor in other considerations such as COBRA, benefits, severance pay, performance appraisals, level of seniority and other mitigating circumstances
• Minimize opportunities for law suits and liability by utilizing proven termination techniques
• Protect your company’s confidential information before and when an employee is terminated
• Learn to identify the steps necessary to utilize computer evidence -- The cost to attend is $30.
Description:
One of the unpleasant realities for managers is that occasionally an employee does not work out because of incompatibility, performance, or any number of other issues. Firing an employee is never easy. Preparation is key when firing someone and careful planning can limit misunderstandings, anger, and recrimination.
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