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!
You knew it was going to happen. With so much revenue at stake, the IRS has begun correspondence audits of employers that claimed the 6.2% Social Security credit against wages paid to new hires under the 2010 Hiring Incentives to Restore Employment (HIRE) Act.
While theft is a firing offense at Caesars, so too is running an experiment without a control group. Gary Loveman, CEO, president and chairman of Caesars Entertainment, puts a continued focus on data analysis and small-scale testing that can scale into companywide initiatives.
Overtime pay. Discrimination. Family leave. Harassment ... Federal employment laws govern all of these issues – and many more – that you deal with at some point in your career. It's important for supervisors and managers to know the basics of how to comply with those laws. Here's a list of the top 10 most important federal employment laws:
Reductions in force (RIFs) are fertile ground for employee lawsuits to sprout up. But as this ruling last month shows, even when a company conducts a perfectly good RIF procedure, it can be torpedoed in court by a manager’s untimely comments …
The New York media world was abuzz with news of the termination of veteran publishing executive Jack Griffin from his job of CEO of Time Inc. a little more than five months after he got there. In the spirit of leadership learning, I’m offering my Five Ways to Avoid Being Fired in Five Months:
With more than 500 million Facebook users in the world—and each one having an average of 130 “friends”—workplaces are confronting the issue of online linking between supervisors and subordinates. Given the risks, many employers have chosen to adopt social media policies that set clear guidelines for employees and managers—including prohibitions or limitations on “friending” between bosses and their employees.
Heads are rolling in Norfolk, Va., following the discovery that a government worker who was suspended 12 years ago and hasn’t done a day of work since then has been drawing a paycheck the whole time. And get this: Now that she’s been officially fired, she’s suing.
In recent rulings, the Supreme Court clearly signaled its unwillingness to tolerate even the appearance of circumventing the nation’s anti-discrimination laws. Employers must have investigative procedures in place to help guide decision-making when an employee could be disciplined or terminated.
Some employees think that once they are approved for FMLA leave, they don’t have to follow the same rules as other employees when they’re away from work. That’s not necessarily true. In fact, employers are free to create call-in policies that require employees who are going to be absent to phone daily—and they can include employees on FMLA leave in that policy.
If you don’t have a chance to personally observe an employee’s behavior, don’t rely solely on a supervisor’s termination recommendation. Instead, conduct an independent investigation to verify the supervisor’s claim. Otherwise, any employment decision based on that recommendation can be tainted by the supervisor’s hidden bias.