1 articles · Updated · Roofing Contractor · Jun 19
Summary
Roofing attorney Trent Cotney told contractors that labor disputes are best contained with written policies, signed acknowledgments and consistent performance records that can support hiring, discipline and termination decisions.
Severance pay is generally not required under federal law, he said, but employers can use severance agreements to secure releases of claims when they fear future disputes.
2 categories of severance agreements matter most: workers under 40 and those over 40, with older employees triggering added age-discrimination language and compliance requirements that Cotney said should not be handled with generic templates.
Cotney also warned contractors to remove toxic employees quickly despite labor shortages, saying prompt documentation and professional, witnessed termination meetings can limit morale damage and legal risk.
For the rest of 2026, he struck a cautiously optimistic tone on roofing demand, while citing global conflicts, energy costs and inflation as the main threats to materials and labor expenses.
With labor shortages and rising legal risks, what overlooked strategies could roofing contractors use to protect themselves beyond documentation and severance agreements?
Could strict documentation and termination protocols unintentionally harm company culture or retention—and how might contractors balance legal protection with employee trust?
As digital tools reshape risk management, how might roofing contractors leverage technology to reduce both workforce and supply chain vulnerabilities in this volatile market?