Avoid vague statements with fired worker — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
Beware of “running out the clock” on the statute of limitations of a discrimination charge. The case: A female HR director sexually harassed a male employee, then fired him after she heard him discussing it. He complained to management, which said there was “no final determination” on his status. Six months later, he learned an investigation was continuing. Finally, 328 days after he was fired, he filed an EEOC complaint. A lower court dismissed his case because it wasn’t filed within 180 days of the incident. But an appeals court reversed and said the firm’s misleading statements prevented him from filing on time. (Currier v. Radio Free Europe, No. 98-7020, D.C. Cir., 1998)
High levels of employee engagement are critical in today’s competitive environment. And yet the vast majority of workers are either not engaged or are actively disengaged at work. The critical skills for overcoming that gap: effective internal communication....Click here to find out more.