Q: What are the key best practices employers should follow when terminating an employee?

A: Even in at-will employment states, terminations should be handled thoughtfully and with preparation. Employers should ensure the decision is based on a legitimate, well-documented business reason and is applied consistently. Plan the termination in advance, confirm state-specific final pay and benefits requirements, and prepare what will be said during the meeting. Keep the conversation brief, professional, and factual—avoid emotional language, over-explaining, or debating the decision. If the employee has recently engaged in protected activity (such as requesting leave or an accommodation, or raising a complaint), take extra care to confirm the termination is unrelated and defensible. Afterward, document the decision, promptly provide final pay and required notices, and limit internal communications to a need-to-know basis.

Q: What are the key best practices employers should follow when onboarding a new employee?

A: Effective onboarding sets expectations early and helps reduce turnover and compliance risk. Employers should ensure all required new-hire paperwork is completed accurately and on time, including tax forms, work authorization, and state-specific notices. Policies and expectations should be clearly communicated—particularly those related to attendance, timekeeping, pay practices, and workplace conduct. New hires should receive training relevant to their role and be introduced to reporting structures and key contacts. It is also important to review benefit eligibility, workplace safety procedures, and how to raise questions or concerns. Finally, employers should document the onboarding process, confirm receipt of policies, and schedule early check-ins to address questions and reinforce expectations.