Minimizing Litigation Risks When Firing an Employee – What You Need to Know

Terminating an employee’s contract is not always easy. However, there are cases when it is a necessary action. But for every employee that you suddenly fire, you increase your litigation risks. There is a possibility that the irate employee will file an unjust termination case.

That is what you should avoid. Here are the things you should do:

1. Understand and execute the laws when it comes to termination of employees

Is the employee entitled to a severance pay? There are different rules when it comes to severance pays for every province. It depends on company policies but most employees who are under the employment of a company for three consecutive months can get severance pay. If there is a just cause for the termination or the employee leaves on his/her own, he/she might not be entitled to a severance pay.

2. Provide a reason for termination

Is the employee under performing? Has the employee violated company rules? Make sure you indicate a reason for the termination and provide enough information to validate the decision of the company. It also helps to give enough chances for the employee to correct their mistakes before completely terminating his/her contract.

3. Give enough notice

Older employees who are close to retiring and employees who have been in your company for a long time are the ones who are entitled to a notice.

If you are being sued for unjust termination, you can get the help of litigation lawyers in Vancouver. With the help of litigation lawyers in Vancouver such as Lakes, Whyte LLP, you will be able to determine if you have any liability and create a plan to avoid spending a lot of money on the litigation case.

To know more about Vancouver Law Firms please visit our website: lakeswhyte.com