Lawsuits brought by employees, including former employees, often arise from a lack of adequate understanding of legal issues surrounding documentation and communication of employment issues.
One of many reasons for lawsuits is that these employees are not provided with a good understanding of why they were let go. The result? Employees leave feeling as though they were terminated for an illegal or unlawful reason.
Employers who take the time to write termination or exit letters can help the process.
The purposes of a termination or exit letter are as follows:
- Provides written explanation of the reason for the termination
- Uses actual facts and circumstances for the termination (missed work, did not report-in; repeated tardiness; reduction in force; position elimination; behavior)
- Offers specific details for the employee
- References employee manual or policy violated by employee action(s)
- References any impact on co-workers and productivity
A good Washington D.C. business lawyer will suggest you provide this letter to the employee so he or she has an opportunity to comment or dispute its contents. The employee should then sign the letter or indicate in writing that he or she refuses to sign. The purpose of documenting this communication is to prepare for any lawsuit that may arise. The communications back-and-forth with the employee have provided you with a defense against any such lawsuit.
An attorney hired to represent the employee will have a difficult time finding merit in a suit.
Employers should be most concerned about making personnel decisions which are appropriate for the business needs of their organization. At the same time, employers must be aware of the potential for lawsuits by employees who have been discharged.
Through a determined effort to create, distribute and enforce procedures, however, and utilization of just this one tool described above, claims and successful lawsuits can be greatly reduced. An employer can benefit greatly by timely legal advice before problems arise. Guidance from a Washington D.C. business lawyer can help an employer establish a framework in which it is very unlikely that a terminated employee will succeed in a lawsuit. While all claims cannot be avoided, an employer can position itself to decrease its vulnerability to litigation, and to increase its chance of success if a claim is filed.