Some HR pros have become afraid of entering into “last chance” agreements with poor-performing staffers. But as one workplace expert notes, those agreements can be legal and helpful — as long as they’re done the right way.
Performance Improvement Plan (PIP)
Retaliation is the most common employment discrimination claim for the third year running – and that’s no surprise, what with the way these three firms acted.
Consistency may be “the hobgoblin of little minds,” as Ralph Waldo Emerson said. But inconsistency is likely the quickest route to an employee lawsuit.
Performance reviews: The most-dreaded procedure in every workplace, painful for workers and managers alike. Here are some thoughts about why they’re often not effective, and how HR can help managers understand just how reviews should be useful to both employer and employee.
Here’s proof you can never assume employees know about even the most basic aspects of the FMLA.
Here’s a particularly painful example of why companies need to do everything they can to avoid discrimination lawsuits.
It’s the age-old story: Your company follows proper procedure in dealing with a problem employee. Then a manager opens his mouth and — poof! — the organization’s in serious legal trouble.
Here’s another FMLA mistake employers need to watch out for:
Sometimes, multiple employees are guilty of the same infraction — but for whatever reason, the manager only fires one of them. Are companies in that situation always guilty of bias?
Good thing: Many U.S. companies are reinventing themselves, preparing for success in a ever-accelerating business climate. Bad thing: Some of your employees just aren’t going to be able to keep up.
Ask any manager, and they’ll most likely say letting an employee go is the worst part of the job. Terminations are always tricky, no matter how necessary. And even though sometimes it’s glaringly obvious an employee has to go, other times the decision can be agonizing.
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