Is this happening in your organization?
You are considering ending someone’s employment and are not sure you have “just cause.”
You are relying on a contract or template you have never had tested.
You are unsure how much notice or severance is appropriate.
A manager wants to “just let them go” tomorrow.
The employee is on leave, has raised a complaint, or may have a health issue.
If one of these sounds familiar, the decisions you make before the meeting matter more than what you say in it.
What a poorly handled termination costs
When termination is rushed or improvised, the problems rarely end at the exit conversation:
Notice and severance fall short of what a court may later order.
A cause allegation that cannot be proven turns a manageable exit into a claim.
Insensitive or misleading handling can add bad-faith damages.
Human rights and leave issues get overlooked until a complaint arrives.
Thin documentation leaves you without evidence when it matters.
Remaining employees lose confidence in how decisions are made.
Your Termination Readiness Toolkit (included with registration)
Every participant receives three tools to use the day after the seminar:
The Pre-Termination Checklist. A step-by-step review of the contract, applicable statutory rules, notice, cause, protected-status concerns and timing, so nothing is missed before you act.
The Termination Meeting Script. Word-for-word language for a short, direct and respectful conversation, plus what to avoid saying.
The Package and Paperwork Guide. A clear list of what to prepare and when, including final pay, benefits information, the release and the Record of Employment.
You will also work through a short case showing the tools in action.
Why CA$129 is a sound investment
One mishandled termination costs far more than CA$129. Consider the cost of additional notice, legal fees and management time when a termination is challenged.
You get tools, not just a session. The checklist, script and guide are reusable for every future termination.
The recording extends the value. You have 12 months to rewatch it.
The risk is on us. If you are not satisfied, choose a full refund or a transfer.
It counts toward development. The Certificate of Completion documents 1.5 instructional hours. Acceptance is determined by your employer or association.
Who will benefit
Canadian managers and team leaders at all levels
Supervisors
HR professionals and HR business partners
People and culture professionals
Senior leaders and department heads
Operations managers
Any Canadian professional responsible for leading employee exit conversations
HR leaders are encouraged to attend with their managers so everyone uses one approach.
This is a practical session on what to check, say and record. It is not legal advice. For advice on a specific case, speak with counsel.
What you will learn
1. Understand your options. Distinguish termination without cause from termination for cause, and recognize why cause is difficult to establish.
2. Assess notice and severance. Compare statutory minimums with common law reasonable notice, and understand how age, length of service, role and the job market affect exposure.
3. Test your contracts and process. Identify risks in termination clauses, and recognize situations that call for extra care, including leaves, health issues, complaints and human rights concerns.
4. Handle the conversation and the aftermath. Deliver the decision clearly and respectfully, present a fair package, allow time to review a release, and complete final pay and paperwork on time.
Your facilitator: Jim Woods
Jim Woods is Managing Partner of HR Strategy Institute, author of HR Unchained, and creator of The Woods HR Power Model. He holds a master’s degree in organizational development and human resources and founded his consulting practice in 1998. He helps HR leaders and managers turn difficult decisions into consistent standards and records they can stand behind.
Professionals from organizations including Scotiabank, 3M, Pitney Bowes and Whirlpool have attended SCG programs.
Our satisfaction guarantee
If you are not satisfied after attending, email sales@seattleconsultinggrp.com within seven calendar days after the seminar ends. Choose a full refund or a transfer to another SCG seminar of equal value.
Don’t guess. Terminate with a plan.
When ending employment is on the table, knowing what to do and what to avoid protects your people and your organization. Gain the judgment, the tools and the process to act with confidence.
Register now
CA$129 per person. Choose your seminar date and register above. Only 25 seats are available per session.
Training 3 or more managers? Email sales@seattleconsultinggrp.com for a team rate.
Want both this seminar and When Coaching Isn’t Working or Invisible and Episodic Disabilities at Work? Email us for a bundle price.
Want this for your whole management team? Ask about a private session for your organization, including the toolkit.
Cancellation and Transfer Policy
Cancellations received at least 7 calendar days before the scheduled seminar are eligible for a full refund. Registrations made fewer than 7 days before the seminar are non-refundable, except as provided under Our Satisfaction Guarantee.
Participant substitutions are permitted at no additional charge before the seminar begins. If you cannot attend, you may transfer your registration once to another scheduled offering of the same seminar, subject to availability. Any difference in tuition will apply.
If Seattle Consulting Group cancels a seminar, participants may choose a full refund or transfer to another available date.
All cancellation and transfer requests must be submitted to sales@seattleconsultinggrp.com.
Program Disclaimer
Seattle Consulting Group seminars provide professional education and practical guidance. They do not provide legal, medical or other individualized professional advice, and attendance does not create a consulting or advisory relationship.
Participants remain responsible for applying the learning appropriately within their circumstances, workplace policies, collective agreements and applicable laws. Templates are starting points to adapt to your policies, collective agreements and applicable laws.
Where provided, certificates document completion and Professional Development Hours. Acceptance toward an employer, professional association, licensing body or external credentialing requirement is determined by the receiving organization.