When an employee has won a lawsuit against her employer, managers naturally want to make sure they don’t do anything that might smack of possible retaliation. On the other hand, managers shouldn’t feel as if the employee is now “untouchable.”
Sometimes it’s obvious that you are going to have to fire an employee. First, however, you must follow your usual employment and HR procedures. Don’t just go through the motions, and don’t get sloppy!
Don’t think setting up a multiple-path complaint process lets you off the hook. Even if an employee neglects to take her complaint “up the organization chart,” you are still responsible for stopping harassment that you find out about.
When it comes to responding to sexual harassment, courts give employers considerable leeway. That doesn’t mean you can’t set extremely strict rules on your own.
Third-generation owners Mark Godshall, Floyd Kratz and Ron Godshall said they were motivated to make the transfer as a way to preserve the company’s independence.
The Chamber of Commerce of Greater Philadelphia has filed a lawsuit against the city seeking to block implementation of a new law that forbids asking for an applicant’s salary history
While there is talk of eliminating certain agencies, it is not likely that OSHA will be on the chopping block. However, less regulation is likely.
If a supervisor has previously made snide remarks about an employee’s use of FMLA leave, make sure he isn’t involved in any subsequent disciplinary action against the employee.
If you make an employment offer to a worker from a temp agency after observing her work for a few months, be sure to count the earlier time towards FMLA eligibility.
Employees who are fired for poor performance sometimes challenge the decision by citing previous performance reviews showing that they were good workers. Courts don’t always buy it, especially if the employer can show that the good evaluations happened under another supervisor or in different circumstances.