But I’ve occasionally squared off against what I call “petty plotters.” They’re the ones who find ways to avoid their work—from threatening to sue the firm on trumped-up charges to stretching federal or state labor laws to the limit.
Don’t get me wrong. I don’t care if a clerk spends his entire lunch hour poring over, say, the Act. My company complies with all the rules and regulations, and we post detailed information about such laws to educate our employees about their rights.
But I do mind if employees abuse the various laws or manipulate company policies in an attempt to get paid not to work. And it frustrates me to no end.
Reach quick closure
Sometimes employees simply push too far. One of our credit analysts, who was ch...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Phone propositions yield no sex — and a lost job
- Make sure managers understand: They may be personally liable for racial slurs
- Genetic Information Nondiscrimination Act (GINA) Becomes Law
- Don't hold previous disability suit against employee who later applies for new job