1. Are You Prepared ? Are You Sure ?

2. Discrimination Retaliation Constructive Discharge

3. voluntary and indefinite for both employees and employers

4. Promise Statement Company Policy Company’s historical actions

5. 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.

6. Extraordinary change Intolerable working conditions

7. Negative, false statement of fact regarding  Serious criminal misbehavior  Sexual misconduct  Background checks

8. intentional twisting of the truth or concealment of facts

9. Fair Credit Reporting Act Bankruptcy Act Discrimination Laws Defamation laws

10. Performed annually Written truthfully

11. Document, Document… Document, Document,Document,Document,Document,Document,Document,Document,

12. Develop fair rules & consequences Clearly communicate policies Conduct a fair investigation Balance consistency & flexibility Use corrective—not punitive— action

13. Management action may be considered punitive if it is  intimidating,  aggressive,  and provocative,  lacks professionalism,  applied hastily,  or seems out of line with the offense.

15. 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

16. 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.

17. 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

18. No matter how hideous a specific infraction may be, a worker ought not be terminated on the spot. Termination without the suspension Touch base with your attorney

19. Decision has been made with much care Not a surprise to the worker Total preparation Letters of reference Resignation or termination Meeting place and time Pay and paperwork Escorting the employee