Terminating the Disruptive Employee

In this presentation, Ms. Sahli will offer unique perspectives on how and when to terminate difficult and/or disruptive employees who otherwise perform their jobs satisfactorily. Utilizing real-life case scenarios involving employees in protected classes, Ms. Sahli will identify the "do's" and "don'ts" of identifying and discharging difficult employees. In the program, Ms. Sahli will assist managers, H.R. professionals and others to identify problem employees early, and to overcome obstacles to prompt action. Ms. Sahli will reveal her approach to proper documentation of behavioral issues when not accompanied by performance problems. The program will include a discussion of "pretext," and how it often provides powerful amunitiion in suits brought by employees. While no honest attorney or H.R. professional can guarantee absolute protection from lawsuits, in her many years of representing employees, Ms. Sahli has identified a number of mistakes commonly made by employers, managers, H.R. professionals and in-house attorneys which not only increase the risk of litigation, but also increase the risk of meritorious lawsuits by employees. Most employees in the United States are employed "at-will." No employer should be required to tolerate a difficult, disruptive and/or divisive employee, and no federal, state or local law in the United States requires this. Still, employers, H.R. Professions and in-house attorneys often hesitate to dismiss such employees when they also fall into a protected class based on gender, age, race, national origin, disability, religion or sexual orientation, only to discover that the delay has multiplied obstacles to dismissing the employee. Ms. Sahli will introduce simple tools to more effectively manage and dismiss such employees in order to restore equanimity to the workplace, while minimizing the risk of costly lawsuits.

Employers, managers, businesses, H.R. professionals and attorneys

How to identify problem employees early and overcome obstacles to taking prompt and effective disciplinary action.
• How "pretext" impacts decision making when managing a problem employee.
• No federal, state or local law requires employers to keep difficult, divisive and/or disruptive employees.

		Lisa Sahli Lisa R. Sahli, Attorney at Law View Profile