TNLA Green Report Podcast, Season 6, Episode 2: Employers’ Biggest Legal Mistakes, Dustin Paschal, Simon Paschal PLLC

Address underperforming employees quickly; delaying termination can lead to greater legal liability, especially if a protected category issue arises later.

Re-evaluate Performance Improvement Plans (PIPs): use them for genuine performance improvement, not as a disciplinary step, to maintain their effectiveness and employee trust.

Document employee issues with objective facts, not subjective opinions. Avoid vague statements like 'bad attitude' and instead describe specific behaviors and incidents.

Implement generic, flexible company policies rather than overly specific ones to avoid being bound by strict adherence that can work against you in legal disputes.

Prioritize continuous training for all managers on HR policies and procedures, as frontline managers act as the first line of defense in managing employees and spotting issues.

Do not fire an employee when angry, as this can lead to 'kitchen sink' terminations that complicate legal defense by listing multiple, potentially inconsistent reasons for dismissal.

Value human resources; while it may seem like a cost center, a lack of dedicated HR can lead to significant long-term costs due to legal violations and poor employee management.