More than 16 million civil lawsuits are filed annually in the U.S., many of which involve claims of workplace discrimination, retaliation, and wrongful discharge brought about by disgruntled former employees. One-third of all employment-related lawsuits involve allegations of wrongful termination (i.e. the decision to terminate was based on an unlawful or discriminatory factor). According to recent studies, companies lose more 60 percent of all wrongful termination lawsuits, and the average jury award in these lawsuits is $600,000.

While the legal doctrine of “at-will employment” in theory allows employers to terminate employment at any time for any reason, various state and federal laws prohibit terminating an employee because of a discriminatory reason or for exercising their legal rights. The EEOC has reported record levels of discrimination charges over the past two years, and the increase can be attributed to a rise in claims from workers who were laid off or terminated as a result of the economic recession.

To prevent these costly claims from occurring, employers must implement specific policies, procedures, and documentation practices to ensure that employees fully understand the conditions of employment and the employer’s right to terminate with or without cause.

Effective best practices recommended by attorneys include publishing an at-will employment policy, implementing a progressive discipline procedure, standardizing the termination process, and thoroughly documenting employee performance.

To help employers prevent costly wrongful termination claims from occurring, Personnel Concepts has introduced a Wrongful Termination Prevention Kit.

This exclusive kit includes the following critical elements: 1) a plain language guidebook featuring an opinion letter from an attorney on best practices for preventing claims; 2) documentation forms to support a progressive discipline procedure and a standardized termination process; and 3) a poster notifying employees and applicants about the legal principle of “at-will employment.”

Who Needs It
All employers must ensure that their termination process complies with applicable state and federal laws.

Benefits
Prevent Costly Wrongful Termination Lawsuits
The average cost to defend an employment-related lawsuit is $50,000, and the average jury award in wrongful termination cases is $600,000. By communicating an “at-will employment” policy, designing a standardized termination process, and implementing a well-documented progressive discipline procedure, employers can significantly reduce the likelihood that a terminated worker will file a wrongful termination claim.

Create a Line of Defense Against Frivolous Claims
Clearly communicating and thoroughly documenting the terms and conditions of employment, the termination process, and employee performance issues can create a line of defense against frivolous claims brought about by disgruntled former employees.

Money Back Guarantee
If you are not completely satisfied with this easy-to-use solution, return it within 30 days for a full refund, less shipping and handling.

Kit Elements
Our Wrongful Termination Prevention Kit includes the following materials:

• A plain language guidebook that includes specific guidance on prevention claims, overviews of applicable laws, best practices, sample forms and policies, and an analytical legal opinion from an attorney.
• An 11” x 17” At-Will Employment Poster to ensure that employees understand that non-contractual employment can be terminated at any time with or without cause, subject to specific exceptions.
• 25 Employee Separation Checklist forms to standardize and document the termination process
• 25 Performance Improvement Plan forms to communicate performance issues and necessary improvements as part of a progressive discipline procedure