HR Advisory · Phone-a-Friend
I need to fire someone.
You've probably been thinking about it longer than you'd like to admit. You've lost sleep over it. You're worried about how they'll take it, what the rest of the team will think, and whether it'll come back to bite you.
What's really going on
South Carolina is an at-will state, so yes, you can generally let someone go. But "can" and "should, this way, today" are different questions. Most termination claims don't come from the firing itself. They come from timing, missing documentation, or a reason that looks different on paper than it did in your head.
I've been on both sides of that desk, as the owner who had to make the call and as the HR leader who cleaned up after it was done badly. Done right, a termination is respectful, quick and final.
How I help
- Before: we review the situation, the documentation, and any risks (a recent complaint, leave request or injury changes everything)
- The plan: timing, who's in the room, final pay, benefits and what to do about company property and access
- The script: exactly what to say, and what not to say
- After: how to tell the team and close it out cleanly
If you haven't done it yet, stop and call first. Ten minutes before is worth more than ten hours after.
This is for you if…
- You're about to terminate, or you're thinking about it
- You're not sure your documentation is enough
- The employee recently complained, took leave, got hurt or disclosed something
Good to know
- I'm an HR advisor, not a law firm. If the situation needs an attorney, I'll tell you plainly.
- Everything we discuss stays confidential.
No forms. No pitch.
Tell me what's going on.
Text me, call me, or grab 30 minutes on my calendar. I usually reply within two hours during business hours.