5 Things to Do When Firing a Remote Employee
Carol Goodman, co-Chair of Herrick's Litigation department and Chair of the Firm's Employment practice, was quoted in Corporate Counsel in an article discussing important considerations when terminating employees in a remote work environment.
Carol noted that in a physical office, businesses are in complete control of the internal and external messaging surrounding an employee’s departure. They can even personally escort a former desk-mate to the door. Virtual is a different animal. “Look at [termination policies] specifically with an eye to [seeing] if this person is no longer physically in the office. At the home office, how do these termination policies need to be revised?” she said.
If there’s a piece of equipment or document that an organization really wants back, Carol noted that they still have some financial leverage they can use to negotiate a safe return. For example: “You must return all of your documents and your materials that are in your home, and we have to ensure that that’s complete before we give you your severance pay,” she said.
Regarding virtual exit interviews, Carol noted that an exit interview is often an opportunity for companies to get invaluably candid feedback on their operation. Yet people are sometimes less likely to open up over a Zoom chat. “I don’t see any legal implications, but I see more business implications,” she said.
Read the full article on Corporate Counsel here. Access may require a subscription.