[late2part]

Generally these sort of discussions are not focused on the laws about firing - but more about the risk of valid or invalid accusations of violating EEOC enforced laws[1].

The risk in most places is that firing is often subjective, and folks rightly worry that the firing is done on subjective means, especially if the person is a 'protected class' which is generally loosely interpreted as anyone other than a white male under 40.

There are rules and laws that govern firings, especially with large layoffs at large companies - but the 'fear' you hear in Silicon Valley and other places is the fear of a lawsuit about the firing more so than breaking a law per se.

[1] https://www.eeoc.gov/laws/statutes/

[yuhong]

Yea, I dislike anti-discrimination laws too for that reason. They probably worked well for manual labor and the like. Don't forget "performance reviews" and "PIPs" too.

[late2part]

We do quarterly performance reviews. We give and get candid feedback.

I've never put someone on a PIP with the intention of firing them. I've never fired someone that was reasonably surprised.

When I put someone on a PIP it's because they choose not to listen to what needs to be done, and I desperately hope that a super formal message will get it across.