SHRM All Things Work A Roadmap for Involuntary Termination for Both HR and Employees
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Sep 30, 2025 James "Jim" Reidy, an employment attorney and partner at Sheehan Phinney Bass & Green, shares expert insights on handling involuntary terminations. He provides practical steps for both employees and HR, emphasizing the importance of staying calm and knowing legal rights. Jim advises against signing documents under pressure and highlights the significance of clear communication during terminations. He stresses avoiding retaliatory behaviors post-termination and discusses essential elements of severance agreements that protect both parties.
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Avoid Reactive Or Illegal Behavior
- Avoid violent or illegal reactions like threats, theft, or downloading confidential data after termination.
- Take a beat and decide your next actions in a calm, unemotional state.
IP Risks Extend Beyond Physical Property
- Intellectual property covers nonpublic business assets like client lists, pricing, formulas, and processes.
- Possessing or disclosing that information after leaving can cause severe legal consequences and hinder future employment.
Use The Direct Manager For Terminations
- Have the direct manager deliver the termination message with HR present for housekeeping items.
- Avoid impersonal methods like remote or disconnected deliverers that add insult to injury.
