# EPISODE SUMMARY

Firing an employee is one of the most difficult responsibilities an OMS administrator faces. But the risk of wrongful termination claims often begins long before the termination meeting, especially when performance concerns go undocumented, expectations aren't clear, or workplace policies aren't applied consistently.

In this episode of Oral Surgery Admins Timeout, Jill Hasselman of HR for Health and Jill Dunham of Allied OMS discuss how practice leaders can approach employee performance issues and termination decisions with fairness, consistency, and a better understanding of their legal responsibilities.

The conversation explores:

• Documentation and Performance Management: Why clear expectations, timely feedback, and written records are essential when addressing employee performance concerns.
• The Employee Handbook: How consistently applying workplace policies helps protect both the practice and its employees.
• At-Will Employment: Why the ability to terminate an employee at will doesn't eliminate the risk of wrongful termination claims.
• Difficult Conversations: How avoiding performance discussions can allow problems to grow and affect the entire team.
• Knowing When to Seek HR Guidance: Why certain employee situations require additional care and professional advice before making a termination decision.
• Fairness and Practice Culture: How treating employees with respect and giving them a genuine opportunity to improve supports a healthier workplace.

Employee termination shouldn't be the first step in addressing a performance problem. From coaching and documentation to the final decision, a consistent and thoughtful approach can help OMS administrators reduce legal risk while maintaining a workplace built on accountability and respect.

Tune in for practical insights on handling difficult staffing decisions with greater confidence and care.