How To Handle Terminations With An Employment Attorney The Lipp Law

Bonisiwe Shabane

-Oct 29, 2025, 5:20 PM

how to handle terminations with an employment attorney the lipp law

Here are some best practices for handling employee terminations: Before terminating an employee, it is crucial to have a paper trail that outlines the reasons for the termination. Document any performance issues, disciplinary actions, or warnings given to the employee. This documentation will serve as evidence if the termination is ever challenged legally. Having proper documentation is essential in any termination process. It helps ensure that the decision is fair and justifiable, reducing the risk of potential legal disputes.

Whether it’s poor performance, violation of company policies, or misconduct, be sure to thoroughly document each issue and the actions taken to address them. Include specific dates, times, and details of incidents or discussions with the employee. This will provide a clear timeline of events and support your decision to terminate if needed. Remember to maintain confidentiality when documenting sensitive information, keeping it secure and accessible only to authorized personnel. Adhering to company policies and applicable employment laws is crucial when terminating an employee. Familiarize yourself with the local labor and employment laws and regulations to ensure that the termination process is carried out in compliance with legal requirements.

Review your company’s policies and procedures regarding terminations to ensure consistency and fairness in handling employment terminations. Be mindful of any contractual obligations, such as notice periods or severance packages, and ensure they are properly followed. Terminating an employee can be a stressful event for any company. Here are some best practices for handling employee terminations, straight from an employment attorney: 1. Document everything 📝 2. Follow company policies and employment laws 🗂️ 3.

Plan the termination meeting 📆 4. Consider the time and location ⏰ 5. Communicate with empathy and sensitivity ❤️ Learn more about how to complete each of these steps here: https://lnkd.in/dX8QCyfY #employmentlaw #termination #employmentlawyer #empathy Effective July 1, 2025, additional protections are available for workers when employers use immigration-related threats to discourage or retaliate against the usage of certain workplace rights. While Washington is an at-will employment state, employers cannot fire or retaliate against an employee who exercises a protected right or files a complaint under certain employment laws. State law gives employees protection in the following areas:

Depending on the situation, L&I will investigate your complaint or refer you to the appropriate agency. You may have additional rights against termination or retaliation under a collective bargaining agreement, in your employer’s policies, or under federal law. However, L&I does not have enforcement authority in these areas. At-will employment means that employers do not need to establish cause or give notice before firing an employee. That being said, it is against the law for an employer to fire or retaliate against an employee for discussing or filing a complaint about a violation of their protected rights. At Justice Law Corporation, we stand firmly on the side of workers.

Every employee deserves fair treatment, respect, and the full protection of Washington State’s labor laws. Unfortunately, not all employers honor their legal obligations, leaving workers to struggle for the wages, benefits, and security they rightfully deserve. Our mission is simple: to protect the rights of Washington’s hardworking people, from hourly to salaried employees. We understand the challenges workers face when their rights are violated, and we’re here to help you take action, secure justice, and protect your livelihood. Whether you’ve been wrongfully terminated, denied overtime pay, harassed in the workplace, or faced any other employment issue, Justice Law Corporation is here to fight for you. We operate on a contingency basis—meaning you don’t pay unless we win.

You can rely on us to be your advocate in navigating Washington’s complex employment laws. We know how important it is for you to feel confident that your legal rights are being upheld. When employers fail to comply with the law, workers suffer. That’s why we’re dedicated to ensuring that every employee, no matter their industry or role, can rely on their rights being respected. If you’re facing a workplace issue, don’t hesitate to contact our employment lawyers in Washington state for help. We provide a free consultation to assess your case, so you can understand your options with no risk.

Employment laws were put in place to protect workers from unfair treatment by their employers and co-workers. For over 50 years, we have represented employees against those who have broken these laws. From all forms of discrimination, harassment, and retaliation to broken contractual promises, SGB employment lawyers in Washington state have handled it all—and won—on behalf of employees who have been wronged. SGB is one of the Northwest’s premier law firms representing individuals, union members, and groups of employees in all areas of employment law. For over 50 years, SGB’s award-winning employment attorneys have fought against the largest corporations and government agencies to protect workers’ rights. Our opponents take us seriously because they know we’ll go the distance by preparing cases for trial from day one.

And our clients know we’ll never try to settle their cases on the cheap. SGB employment law attorneys have litigated many cutting-edge cases that have resulted in new law, benefiting our clients in particular and all workers in Washington in general. We take great pride in our innovative approach to the practice of law and our firm's focus on protecting and promoting employee rights. Let us help. If you or someone you love has suffered from workplace discrimination, harassment, or retaliation, SGB is here to help. There is no charge for us to review your potential claim.

Employment cases are either accepted on contingency or billed hourly. We discuss our fees upfront with our clients. Contact us today or fill out our intake questionnaire. Disability Discrimination & Reasonable Accommodation Guiding management through strategic separations is our expertise. Our best practices have been developed and implemented.

It doesn’t have to be a painful process. Contact our firm for proven solutions. First, our firm recommends that the company review all documents related to the upcoming termination with their legal counsel to ensure that the termination is lawful. These documents include emails between the company and the employee, a copy of the employee’s personnel file, and any other documents that the company would rely on to support the termination. Our firm reviews these documents and ensure there are no red flags with termination. Second, our firm analyzes whether the employee is in a protected class and what laws apply to the company depending on its number of employees.

For example, Title VII of the Civil Rights Act of 1964 applies to companies with 15 or more employees. Title VII covers discrimination based on certain protected classes, such as race and gender. Another law that we consider is the Age Discrimination in Employment Act (ADEA), which applies to companies with 20 or more employees, and covers employees that are 40 years old and up…Read More There are different laws tech companies and government contractors should be aware of. We represent employers in the defense of administrative claims filed with the EEOC, Department of Labor, the Washington State Department of Labor & Industries, and the Washington State Human Rights Commission, as well as... Forsberg & Umlauf attorneys successfully resolved multi-million-dollar wage claims and breach of contract claims brought against a company and its individual directors.

The matter was resolved within the insurance policy limits, avoiding a possible double damages award, excess exposure, and attorneys' fees. Our attorneys obtained dismissal of an EEOC charge of racial discrimination, following EEOC interviews and a finding of "no reasonable cause." We obtained a unanimous defense jury verdict in a federal lawsuit alleging sexual harassment, sex discrimination, retaliation and wrongful discharge brought by former employees. Our attorneys obtained dismissal of a Federal Claims Act lawsuit based upon the sovereign immunity of an Indian tribe. The Lipp Law Firm, founded by attorney Katie Lipp, was established in 2019 and has locations in Reston, Virginia and Fairfax, Virginia. Our attorneys focus on four fundamental areas of law: business, employment, intellectual property and civil litigation.

No matter where you are in the DC, Maryland, and Virginia (DMV) area, we can set up a meeting with you for a consultation. Our firm has attorneys licensed in all three states and can meet clients in Fairfax, Tysons, Chevy Chase, Maryland, Dulles, Reston, Dupont Circle, Metro Center, DC, and Midtown, DC. We can also set up a virtual meeting via Zoom or telephone. Our extensive experience in employment termination matters allows us to provide in-depth guidance on severance agreements and negotiations. The Lipp Law team is here to help regardless of your legal employment issue. READ MORE About Lipp Law Here

Termination of employment is the end of an employee working with a company. The termination can be voluntary or involuntary. Since Washington DC, Maryland, and Virginia all adhere to the principle of at-will employment, an employer can terminate the employment relationship for any or no reason, provided it is lawful, and at any time,... However, there are exceptions to at-will-employment, including:

How To Handle Terminations With An Employment Attorney The Lipp Law

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