Two months before the holidays, Nadia—Integrator at a 120-person EOS-run logistics company—finally terminated a manager who was crushing morale and missing targets. The manager’s response (“I’ve spoken to an attorney about retaliation.”) exposed what leadership missed: a recent workers’ comp claim, intermittent leave, and overtime complaints—plus almost no documentation. The outcome was predictable: months of distraction, legal spend, and leadership bandwidth evaporating when execution mattered most.

Why terminations are uniquely risky: emotion, money, identity, and the “narrative vacuum” created when evidence is thin

The ≈90-day “recent activity” risk zone and the types of protected activity that can make timing look retaliatory

The “no-surprise termination” principle—and the coaching cadence that makes it real

The 90-day lookback audit checklist you should run before any termination decision

Day-of termination do’s and don’ts that reduce escalation risk

Rick’s Nuggets (practical takeaways)

Get your policies in order

Document everything

Treat people similarly and with respect

LinkedIn: 

Company: Andrea Paris Law

Host Links:

LinkedIn: Rick Girard

Company: Intertru, Inc. Job Description Builder

Podcast: Hire Power Radio Show & Podcast

Book: Healing Career Wounds (Amazon)

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