Manager's Legal Bulletin

There’s nothing like a young manager—bright-eyed, full of pep and ideas, ready to make his or her mark in the organization. But often, the young manager makes mistakes that could lead the organization to age discrimination lawsuits. Here is a list of do’s and don’ts:

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It’s retaliatory to take an adverse em­­ployment action against employees because they’ve filed discrimination complaints, although such employees are not completely shielded. Here are six not-so-clear-cut ­sit­­­­u­­ations to test your retaliation knowledge:

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Problem: Despite his dependability, intelligence and technical ability, you know Jason lacks the leadership and initiative to become a supervisor. Trouble is, the buzz around the office is that Jason has it locked up. What would you do?

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Be careful what tasks you assign to teens if you’re planning on hiring them this summer.

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It’s not up to most managers to write a company’s discipline policy. But it’s a manager’s responsibility to interpret, implement and enforce it in a consistent and fair manner. How well do you know your discipline do’s and don’ts? Take this quiz to find out.

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Neutralizing a negative attitude takes time and plenty of effort. However, another aspect of turning around negativity lies in the little things you do, which may just be what you say or how you say it, without being a direct “negativity-buster.”

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During a busy period, your key operator, Heather, is called for jury duty. You tell her that the company may be able to get her excused from it. But Heather refuses, saying that she con­­siders it her civic duty. What would you do?

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Problem: Jack has become a minor ­celebrity with other employees ever since he filed an OSHA complaint about an alleged hazardous condition. He spends so much time talking about safety, that his job performance is declining. It reaches the point that Jack needs to be disciplined.

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While most managers don’t deal directly with ERISA, you may be your company’s “communication voice” for benefits. Warning: Don’t make promises the company isn’t in a position to keep.

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A North Carolina restaurant is facing an EEOC lawsuit after it disciplined and fired a 79-year-old employee.

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