Lessen Wrongful Discharge Threat
Countless actions and statements by management and supervisors can create grounds for an employee’s legal action. For seven ways to lessen the threat of courtroom battles, read on.
Lessen Wrongful Discharge Threat
You can lessen the risk employees will find reasons to seek a wrongful discharge action against your business or organization.
Here are seven steps to take:
- Include employment at-will statements on job applications and in employee handbooks. One such statement follows:
“In consideration of my employment, I agree to conform to the rules and regulations of XYZ Company. I understand that my employment is an at-will relationship. I understand that at the option of either XYZ Company or myself, my employment and compensation can be terminated at any time, with or without cause, with or without advance notice.
“I also understand that no XYZ Company manager or representative other than the president has authority to enter into any employment agreement for any specified period of time, or to make any agreement contrary to the foregoing.”
You need to make certain statements on all similar messages which are given to employees conform to this at-will statement.
- Strike the words “permanent employment” and “permanent employee” from handbooks, applications and job descriptions. Train supervisors to avoid promising or implying permanent employment when they hire workers.
