One call with an HR director changed how I write termination clauses

Honestly, I spent years copying boilerplate language for firing clients from templates. Then last month I got on a call with an HR director I know from a networking thing in Phoenix. She told me most of those templates have vague language about 'unsatisfactory performance' that holds zero weight if a client decides to fight it. She walked me through a case where a small agency lost 40 grand because they couldn't prove what 'unsatisfactory' meant in their contract. That hit different because I had never once thought about how a judge would read my terms. I rewrote my whole agreement to list specific examples like missing three deadlines or refusing to pay on time. Has anyone else had to defend their termination language in a real dispute, or am I just overthinking this?

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