A termination handled badly is how a routine separation becomes a wrongful-termination claim. We make sure the decision is defensible, the conversation is humane, and every step — final pay, documentation, offboarding — is done correctly.
Almost every termination that turns into a lawsuit failed in one of a few predictable ways: no documentation leading up to it, a reason that shifted or didn't hold up, a final paycheck that violated state timing rules, or a conversation that humiliated the person and motivated them to call a lawyer. None of these are hard to avoid — if you know they're coming.
Before anyone is let go, we pressure-test the decision: Is it documented? Is the reason consistent? Is there a retaliation or discrimination risk? We surface the exposure while it can still be addressed.
We prepare the manager (or join the conversation) so it's brief, clear, humane, and doesn't create new liability through an offhand comment.
State final-pay rules vary enormously — some require same-day payment. We make sure the final check, accrued PTO, and timing are correct for your state.
A clean separation file: the reason, the supporting record, and the paperwork — the documentation that makes the decision defensible if it's ever challenged.
For reductions in force, we handle selection-criteria review, WARN-act considerations, severance, and release agreements so a layoff doesn't become a class of claims.
Access removal, equipment return, COBRA notices, and a structured exit — the operational tail that protects your data and closes the loop cleanly.
Book a free 30-minute HR Assessment. We'll look at your setup, find your biggest exposure, and tell you exactly what to prioritize — no pitch, no obligation.