Discipline and termination talks aren’t fun for anyone. They are, however, essential. But, what do you do when the employee whose performance you’re critiquing—or terminating—reacts badly, with an outburst or even a threat of violence?
Drafting succinct, non-inflammatory termination letters, performance reviews, and performance improvement plans can help defuse emotional reactions and the desire to bring a lawsuit. Anything that appears to “attack” an employee personally could spark angry, and potentially violent, reactions, even serving as legal ammunition in the event of a lawsuit against your organization.
In addition, proper training for supervisors and managers to address and mitigate possible outbursts that could escalate to violence is essential. Workplace violence prevention training can help your front-line staff establish a game plan for managing situations in which emotions and anger run high.
Join us on March 20 for an in-depth webinar and practical training tips for handling performance management and termination discussions. You’ll hear from a seasoned expert on workplace violence issues and an experienced employment law attorney who will explain what can set off an emotional or angry reaction in an employee. You’ll then learn how to handle these situations so you can minimize the risk of violent outcomes or lawsuits.
- Coaching approaches that work best when communicating with employees who have received unfavorable performance reviews or need to be terminated
- Action steps to follow when you must discipline and/or terminate someone who may react with violence or an emotional outburst
- Best practices and language choices for crafting clearly communicated and legally compliant termination letters
- How to clearly inform an employee that his or her performance is not meeting expectations—without assassinating his or her character
- Characteristics potentially violent individuals tend to share, and warning signs to watch out for, so you can minimize the possibility of a heated or violent confrontation during a termination meeting or performance review
- What not to offer in a termination letter and how to apply the concept of “benevolent severance” to minimize legal risks
- Why it’s important to listen to an employee’s concerns during a performance management or termination meeting, as well as how to steer the meeting to end in a way that doesn’t foster anger or violence
- And much more!
YOUR EXPERT INSTRUCTOR
Dr. Steve Albrecht
Dr. Steve Albrecht manages a training, coaching, and management consulting firm. As a trainer, speaker, author, and consultant, Dr. Albrecht is internationally recognized for his expertise in high-risk HR issues. He provides HR consulting, site security assessments, coaching, and training workshops in supervisory improvement, workplace violence prevention, harassment prevention, drug and alcohol awareness, team building and team conflict resolution, negotiation, and stress management.
Dr. Albrecht holds a B.A. in English, a B.S. in Psychology, an M.A. in Security Management, and a doctoral degree in Business Administration (D.B.A.). He has been a trainer for over 30 years and is certified as a Professional in Human Resources (PHR) by the Society for Human Resource Management, as a Certified Protection Professional (CPP) by the American Society for Industrial Security, and as a Board Certified Coach (BCC) by the Center for Credentialing and Education.
Dr. Albrecht has been speaking and teaching at universities and other venues on management, leadership, and conflict resolution issues since 1996. He has written 21 books on business, HR, security, and criminal justice topics.
Chris Conti, Esq.
Chris Conti is a senior associate in Fisher Phillips’ San Diego office. Throughout his career he has vigorously defended unionized and non-unionized employers in a variety of matters, including single-plaintiff wrongful termination, harassment, discrimination and retaliation lawsuits, complex wage and hour class actions, and traditional labor disputes. In additional to his litigation practice, Mr. Conti routinely counsels employers on a wide variety of matters, such employee discipline and terminations, workplace investigations, and general employment law compliance.
Mr. Conti also has significant experience handling union organizing drives and unfair labor practice charges before the National Labor Relations Board. Before joining Fisher Phillips, Mr. Conti was an associate at a national full-service firm and a mid-sized firm specializing in labor law.
This program has been pre-approved for 1.5 hours of general recertification credit toward PHR and SPHR recertification. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
Business & Legal Resources (BLR) is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit the SHRM Certification website at www.shrm.org/certification.