Workplace Detox:
How to (Legally) Deal with Toxic Employees
Stop toxic and discontented workers from infecting your company
In this labor shortage, you can’t afford to simply cast off every “difficult” employee or those who have personality clashes with co-workers. Such employees may still be adding great value to your organization.
But quietly tolerating toxic employees is just begging for an employment lawsuit. And it’s guaranteed to lead to lower morale and increase turnover.
Address toxic behavior or lose top employees to competitors
The Great Resignation showed that many workers are willing to walk away from organizations that are plagued by bullying, in-fighting, harassment, rumors and “Hunger Games” competitiveness. Low unemployment rates mean employees can easily hop between jobs to find the right fit.
Some of your competent-but-disruptive people should be terminated, but others simply need feedback, consequences and follow-through.
Get the tools you need to turn problem employees around
Join us on October 2 with your HR and management teams to discover the best-practice steps to handle and document these issues — without drama or legal troubles.
Previous attendees have praised this training with comments like “excellent information on handling difficult personalities” and “great advice on the importance of documentation and how to do it right.”
Webinar Agenda
- Identifying and managing toxic employees. Learn the 8 types of toxic employees, and strategies to manage each one effectively.
- Delivering constructive feedback. How to give specific, legally safe feedback, including tips for remote workers.
- Documentation best practices. Master the ABCs of performance documentation: accurate, behavior-based and consistent records that protect you legally.
- Navigating tough conversations. Use sample phrases and statements to handle difficult face-to-face meetings with confidence.
- Crafting performance improvement plans (PIPs). Learn how to develop efficient and legally sound PIPs that guide employees toward improvement.
- Guidelines for managing behavior. 10 do’s and don’ts for managing employee behavior, including why you shouldn’t “practice psychiatry” or “practice law” as a manager.
- Making the termination decision. 8 critical questions to consider before deciding to terminate an employee.
- Conducting termination meetings. Follow 10 steps to ensure low-stress termination meetings that minimize the risk of lawsuits.
In this 75-minute interactive online training, you will learn how to:
- Identify and fix toxic employees. Learn the correct, legally safe language for these difficult discussions.
- Document for the maximum legal protection. Focus on the ABCs: accurate, behavior-based and consistent recordkeeping.
- Decide when to say “enough.” Learn simple tips for deciding who should be fired and who simply needs feedback and follow-through.
Get answers to YOUR questions from presenters…
Jennifer Trulock is a partner at Bradley Arant Boult Cummings in Dallas, where she is a member of the firm’s Labor & Employment Practice Group. She counsels companies on how to manage workplace legal issues and prevent employment lawsuits, and defends employers against employment claims and represents clients in administrative proceedings. Jennifer is also experienced in handling acquisition/divestiture employment issues, and all aspects of noncompetition and other restrictive covenant agreements.
Richard Brann is former chair of the labor and employment law practice at Baker Botts LLP in Houston, where he specialized in representing management in all aspects of labor and employment law. He is the past chair of the Labor and Employment Law Section of the Houston Bar Association and is a fellow in the College of Labor and Employment Lawyers.
Registration bonuses included:
Identifying, changing and preventing toxicity in the workplace is a difficult and draining responsibility. With this white paper, Changing Toxic Workplaces, learn how to promote positive mindsets and why it is important to include negative emotions.
You’ll also receive one month of exclusive access to The HR Weekly, our comprehensive service with all the HR advice and compliance tools to simplify your job … and to keep your organization out of court. So that you continue to benefit from The HR Weekly, we will continue your subscription after that for the then-current rate, unless you tell us “no, thanks”—your choice.
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Professional Recertification Credit Hours Included
Business Management Daily is recognized by SHRM to offer Professional Development Credits (PDC) for SHRM-CP® or SHRM-SCP® recertification activities.
HR Certification Institute’s® (www.HRCI.org) official seal confirms that Business Management Daily meets the criteria for pre-approved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®. This program has been pre-approved for 1.25 HR-General recertification credit hours.