Guess which of your employees are among the most likely to file a discrimination complaint, request ADA accommodations or ask for FMLA leave. Those who know they’re in trouble at work. They think that by doing so, they’ll make you think twice before discharging them. If that doesn’t keep you from firing them, guess what happens next.
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To sue for employment discrimination, employees have to show some sort of adverse action—e.g., discharge, demotion, a pay cut or a transfer to a less desirable or less prestigious position. Merely being criticized or having a reprimand placed in a personnel folder isn’t enough to support a lawsuit.
Retailers that sell electronics are after your business, and that bodes well for your old electronics and your wallet. A growing cluster of retailers and web sites are snapping up old gear and offering credit toward the purchase of new products:
Sometimes, HR professionals have to make judgment calls about who is telling the truth. In fact, just about every workplace investigation requires assessing the credibility of employees, co-workers and managers who disagree about what happened. Take, for example, an employee who complains about a supervisor’s harassment or hostility.
American workers can access the Internet, email, instant messaging and other forms of electronic communications from anywhere at anytime. While electronic communication helps people do their jobs, it also leaves a trail. A telephone conversation relies on the memory of two participants, but email and IM discussions can be preserved for years to come. And, given the casual way so many people fire off email these days, that can spell legal trouble for employers.