Tips and Articles on HR Best Practices, HR Outsourcing, and HR Compliance
ADA Accommodation Requests After Termination: What Employers Must Do Next
When an employee claims they needed an ADA accommodation after you’ve already terminated them, the real issue isn’t timing — it’s whether your managers missed early ADA triggers. Mental‑health symptoms like anxiety, depression, or “stress language” are often misread as performance problems, and those misses are exactly what turn routine terminations into ADA claims.
Why Termination Letters Matter — Even for At‑Will Employers
A termination letter isn’t paperwork — it’s evidence. Even at‑will employers need a comprehensive termination letter when firing for cause. It forces the employer to validate the decision, prevents shifting explanations, anchors testimony years later, and signals to plaintiff’s counsel that the case won’t be a quick settlement.
How to Handle Employee Performance Issues Without Legal Risk
Managing employee performance isn’t just a leadership skill — it’s a legal risk area. When performance issues are handled improperly, small businesses can unintentionally trigger discrimination claims, retaliation allegations, ADA/FMLA complications, or even union interest.
HELP…We Just Received an EEOC Complaint! What Next?
An EEOC charge is not just a complaint — it’s the gateway to litigation. Employers must act quickly, strategically, and in alignment with legal counsel. These Dos and Don’ts explain what to do first and how HR outsourcing or a Fractional CHRO can support you in building a defensible response.