Wrongful Termination Case Study

Employee dismissal: Wrongful terminations

Wrongful terminations can be drastic on the organization and very costly. Therefore, it is critical to minimize wrongful terminations in order to decrease litigation costs. In essence, the manner in which human resources can mitigate wrongful termination claims is to, at the very beginning, set and follow solid recruitment and selection tactics to ensure the company is making smart hiring decisions (Mayhew, 2017). Hence, it is key to make certain that the organization is looking for candidates that reflect the mission, vision, and goals of the organization. Further, the candidates should employ some key professional attributes that other top performing candidates have within the organization (Mayhew, 2017). A key strategy for human resources would be to set clear expectations up front of what is expected of the employees in their tasks

Essentially, it is useful to begin this mitigation process by performing a risk assessment which will help The risk assessment should identify factors that could indicate a higher potential for conflicts of interest to exist. Such factors include organization size, reporting structure, or industry; regulatory considerations and geographical location of operations; analysis of key vendors, customers, and third-party relationships; and evaluation of duties that are more likely to be exposed to potential conflicts of interest.Additionally, the risk assessment should consider elements such as related employees, employees within the organization who share the same mailing address, employees who share the same mailing address as vendors, and any board members or employees in a position of influence who were previously employed by, or associated with, key vendors or customers of the organization. Each of these relationships could lead to various conflicts if not