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Rehabilitation before Termination: Maximizing Accountability While Minimizing Legal Risk

$175.00

Merrily Archer, Esq., M.S.W.–a former master’s level social worker, EEOC Trial Attorney and Biglaw defense attorney—founded EEO Legal Solutions in 2012. Most “performance management” strategies, she claims, fail not only to modify behavior (the desired outcome), but also to yield the kind of evidence employers need to defend their termination decision. This webinar turns the concept of “performance management” on its head, giving HR professionals, in-house counsel, and regular line managers effective tools to engage employees in their own performance rehabilitation or to manage employees out of the organization.

Accredited by:

Human Resources Certification Institute (HRCI)
Society for Human Resource Management (SHRM)
Clear
Below is a snippet of the webinar. Purchase to view the entire webinar.
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Product Description

EEOC enforcement statistics make one point clear: TERMINATIONS pose the biggest risk of an EEOC charge. In FY2014, over two-thirds of all EEOC charges alleged discriminatory discharge, whereas only approximately 8% alleged discriminatory failure-to-hire. Indeed, today’s EEO cases seldom involve EXPANDING opportunity; rather, they’re too often about employees SQUANDERING opportunity and their employer’s trust. And yet, the overwhelming majority of discriminatory discharge charges raise a common defense theme—namely, despite reasonable (if not nearly heroic) efforts to rehabilitate, the employee could not or would not adapt his/her job performance to the employer’s standards or needs.

While terminations are risky business, employers (and the general public) can suffer more adverse consequences by retaining disengaged, underperforming employees . . . simply because of risk aversion. With proper guidance, employers can set in motion performance rehabilitation planning that will:

(1) pinpoint and correct the performance deficiency’s root cause;
(2) clarify and uphold performance standards;
(3) place the onus and opportunity on the employee to fix deficiencies;
(4) set timetables for deliverables and progress;
(5) expose disengagement and create a “culture of accountability;”
and most importantly,
(6) create excellent, effective defensive evidence in the event of employee litigation.

Merrily Archer, Esq., M.S.W.–a former master’s level social worker, EEOC Trial Attorney and Biglaw defense attorney—founded EEO Legal Solutions in 2012. Most “performance management” strategies, she claims, fail not only to modify behavior (the desired outcome), but also to yield the kind of evidence employers need to defend their termination decision. This webinar turns the concept of “performance management” on its head, giving HR professionals, in-house counsel, and regular line managers effective tools to engage employees in their own performance rehabilitation or to manage employees out of the organization.

Additional Information

Dates Offered LIVE

Nov 17, 2016 12:00 PM MST 204-963-875, Dec 06, 2016 12:00 PM MST 641-253-795