How you terminate an employee can make the difference between a graceful transition to avoidable negative outcomes like a dramatic exit or even a lawsuit. We gathered a panel of experts and asked them - is there a "right way" to fire an employee?
We would like to thank our guests for this episode:
Amr Shabaik, Civil Rights Managing Attorney with CAIR Los AngelesPatty Cuthill, Director of People & Culture with NextLevel InternetAnitra Negrete, Director of Human Resources with Leaselabs by RealPageTadessa Williams, Director of Human Resources in Houston, TX
Full Podcast Transcript NASIR: Look, the other person you’re firing, they’re a human being.
PATTI: Well, you’re miserable. They’re probably pretty miserable, too.
NASIR: Even if you have a script, it’s going to go off-script.
PATTI: You want to pull the band-aid off right away.
MATT: But there is some finesse to it. It’s not like you’re a robot.
NASIR: You really have to treat these people with dignity and respect.
NASIR: You have every right to terminate this employee. They may be surprised at first, but not secondarily. There are a couple of things that happens when you have someone else in the room.
NASIR:All right. We’re here to talk about how to fire somebody. In fact, we’re going to do something different today. We’re going to bring someone in – onto the podcast – and fire them live on national podcast… No, we’re not doing that, but we are doing something different today. Right, Matt?
MATT: Yeah. You know, we obviously have our input from the perspective of attorneys, but we’re not always the ones that are terminating people. Oftentimes, with our clients, there’s people within the company that are handling the terminations, so we figured it would be best to get first-hand experience from, well, four individuals that have terminated people ranging from – what do you think? – like, five years to fifteen years. It’s going to be some valuable information for any business owner.
NASIR: I think, put together, literally decades of experience – not including hours. And so, I don’t know. Let’s take a listen and introduce some of our guests. There’s four of them – three are HR professionals and one employment law attorney. Here they are!
ANITRA: So, I’ve been in human resources going on now 20-plus years.
AMR: I practiced employment law for the past six years before starting my current position at CAIR LA which I started sometime in late 2019.
PATTI: Well, I’ve been in the HR field – human resources field – for I think over 15 years now.
TADESSA: I’ve been their director for 11 years. Prior to that, I have a fairly extensive background in HR consulting, specifically working with professional employer organizations.
NASIR: So, I’ll tell you, these people are across the map. What I find interesting is that basically they’re from two states, I should say – Texas and California. The Texas perspective, the California perspective, you can very easily see the difference. Luckily, you know, Matt and I – you obviously live in California, and I live in Texas. Obviously, we practice in both states – our firm – but it’s good to have that kind of dichotomy, don’t you think?
MATT: Oh, yeah, definitely. As listeners will hear during the recordings we’re playing, it’s very different in terms of employee protections in California versus Texas. I guess, for those that are multi-jurisdictional, maybe they’ve encountered it but, for those contained within one of those two states – or even another state – there might be some surprising information that they’ll be hearing from these individuals.
NASIR: Right.
Even though they had different perspectives, I think they all had a common theme of how to approach a termination, and I think this is something that we preach quite a bit as well. It’s like, “Look, the other person you’re firing, they’re a human being.” At the same time though, they had different kind of subtle perspectives on it.
