Firing

There’s danger in every aspect of firing, from WARN Act layoffs and exit interviews to constructive discharge and more.

Learn how to fire an employee and sidestep wrongful termination lawsuits, with battle-tested firing procedures, and employment termination letters. At last, you can fire at will!

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Make sure your employee evaluation process includes clear-cut instructions and guidance for managers on how to link performance with compensation.
Reason: A new court decision says that giving employees a ...
Issue: How to play a key role in shaping changes in your organization.
Benefit: You can better anticipate future HR needs and position yourself as a "thinker" not just a ...
Issue: Supervisors tend to be quicker in disciplining employees that have given them trouble in the past.
Risk: Singling out certain "troublemakers" for discipline can spur a retaliation lawsuit.
...
Issue: Gaining more value from your exit interviews.
Risk: Intelligence gathered often falls into a "black hole," so mistakes are repeated and legal land mines are overlooked.
Action: Ask ...
Issue: Can you place conditions on employment that aren't related to the person's ability to perform the job?
Risk: Courts may see such restrictions as illegal "employment blackmail."
Action: ...

1. Keep receipts, not a list 2. No deduction for 'common' products

When employees suffer health problems that affect their work and could trigger ADA protection, you should start the interactive process and explore possible accommodations. But make sure your supervisors know not ...
When terminating someone, it's critical to choose your words very cautiously. Briefly summarize your reasons for the firing, and allow the person to offer his or her side of the story, ...
Ever since media reports focused earlier this year on a Michigan company's strict policy banning smokers on staff, many employers have asked the question: "Can we, should we, do the same?" ...
Issue: Who is considered "disabled" under ADA's definition?
Risk: Employees earn ADA protection if you regard them as disabled, even if their condition doesn't rise to the law's definition of ...
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