Answer:
A wrongful discharge suit can be a costly and time-consuming process for both the employer and the employee. To avoid such suits, employers can take several procedural steps. Here are four suggestions:
Create clear and concise job descriptions: Employers should provide employees with job descriptions that outline their duties, responsibilities, and expectations. This way, employees know what is expected of them and can work towards meeting those expectations. Clear job descriptions also ensure that the employer has a legitimate reason for termination if it becomes necessary.
Document employee performance: Employers should keep accurate records of employee performance, including any disciplinary actions taken. This documentation can be useful in proving that an employee was fired for legitimate reasons, such as poor performance or violation of company policies. Documentation can also help employers identify patterns of behavior that may lead to problems down the line.
Follow established procedures: Employers should follow established procedures for performance reviews, disciplinary actions, and termination. These procedures should be outlined in the company handbook or policy manual, and all employees should be made aware of them. By following established procedures, employers can ensure that all employees are treated fairly and consistently.
Provide adequate notice: When terminating an employee, employers should provide adequate notice to the employee. This can help avoid surprises and allow the employee time to prepare for their next steps. In some cases, employers may be required by law to provide a certain amount of notice before terminating an employee.
Overall, these procedural suggestions can help employers avoid wrongful discharge suits by ensuring that all employees are treated fairly and consistently. They can also help employers establish legitimate reasons for termination, which can be critical in defending against a wrongful discharge suit.