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Following best practices can make terminations less painful for everyone involved.

Terminating for misbehavior is legitimate even if a disability caused the misbehavior.

Run an internal self-audit to catch hidden or unintentional discrimination before finalizing terminations.

Whether to fire an employee for a social post might depend on their job title and use of the employer's name.

A legally sound termination policy is critical in case an involuntary termination is needed in the future.

If you plan to lay off 100 or more workers, consult your attorney to determine if the WARN Act applies.

Employers need clear processes for handling requests for additional time off after employees exhaust FMLA leave.

Following a step-by-step medical certification process can help employers combat potential FMLA fraud.

Employers with clear rules in their handbooks can require employees to give notice before missing a scheduled shift.

Employees can be fired for FMLA abuse, but you must follow your termination policy to the letter.