Firing — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 5
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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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From both sides of the table, exit interviews are not a comfortable situation. But organizations can gain a lot of valuable information that can help improve the workplace culture and reduce turnover.
When a fired employee sues you, winning often depends on careful documentation that demonstrates how her performance did not meet your standards.
The EEOC is appealing a federal court’s ruling that a Michigan funeral home was allowed to fire a transgender employee because of the owner’s religious objections.
Before terminating an employee for bringing a gun to work, check your state law.
If an employee complained about a supervisor’s actions, make sure the supervisor can’t manipulate the disciplinary process to punish the worker.
Q. I recently discovered that an employee who handles company money has filed for bankruptcy. My concern is that if he was unable to handle his own finances, he may be untrustworthy with company finances. Can I discharge this employee?
Use caution when terminating someone who is on FMLA leave or has just returned to work following FMLA leave. The timing alone might trigger a lawsuit.
Government employees don’t lose the right to engage in free speech when they take a job. That extends to speech that the employer may see as unpopular or even dangerous.
Smart employers catalog every instance of discipline. Those records come in handy if you must fire one employee for breaking the same rule as another employee who wasn’t terminated.
Often before an employer implements a reduction in force, it may try to encourage employees to resign or retire by offering early-out incentives.
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