What would you rather deal with: a workers’ compensation claim or a wrongful termination lawsuit?

An automotive dealership in Illinois appears to have chosen the latter. Well, perhaps “chosen” is the wrong word—the company probably didn’t opt for a legal battle, but it’s not clear they took many steps to avoid one, either.

The Madison County Record reports that a woman is suing her former employer, Tri Ford Inc., for allegedly firing after she suggested the possibility of filing a workers’ compensation claim. Prior to her termination, Chelsea Marinacci had been diagnosed with carpal tunnel syndrome. She contends that within a week of discussing the issue and a workers’ compensation claim, she was let go. The lawsuit goes on to state that Tri Ford did not provide a reason or termination paperwork.

Now, Marinacci is seeking $50,000 in compensatory damages, as well as roughly half a million dollars in punitive damages.

Although there are details about the case we don’t yet know, employers looking to avoid a similar lawsuit can glean a few general takeaways:

• Have an open dialogue with employees about possible workers’ compensation claims.
  Contrary to what many employers believe, open communication about workers’ compensation tends to discourage rather than encourage claims . When someone mentions a medical issue, demonstrate that you value the employee and care about their well-being. A sympathetic ear can make a big difference in avoiding a claim or lawsuit.
• Discuss the workers’ compensation process with the employee, so they are fully informed and know what to expect.
  Employers are generally required to provide information about workers’ compensation once a claim is filed, but there’s no reason to wait until then to cultivate trust and transparency around the topic.
• Document all meetings, medical reports, and correspondences, as well as any medically-related absences the employee has taken.
  The more you document, the better prepared you’ll be in the event of a legal dispute.
• If you terminate an employee, be sure you are on safe legal ground for the termination.
  Plan ahead—work with your legal counsel to review cases that could be viewed as non-compliant with federal and state laws.
• Be sure to keep detailed records whenever you terminate an employee. Documentation proves that termination was made for a good cause, and that all managers are trained on lawful termination procedures.

Terminating an employee is never easy. But if you’re not careful, a bad day can develop into something much worse. Learn HR experts’ tips for handling “the talk” effectively and with minimal liability.