7 facts every HR manager should know about wrongful discharge
In today’s litigious workplace atmosphere, employers need to be mindful of the possibility of wrongful-discharge lawsuits from employees who have been let go — and are angry about it.
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Learn MoreIn today’s litigious workplace atmosphere, employers need to be mindful of the possibility of wrongful-discharge lawsuits from employees who have been let go — and are angry about it.
Consistency may be “the hobgoblin of little minds,” as Ralph Waldo Emerson said. But inconsistency is likely the quickest route to an employee lawsuit.
Our team of experts fields real-life, everyday questions from HR managers and gives practical answers that can be applied by any HR pro in the same situation. Today’s question: Should someone from HR sit in when an employee is getting a poor performance review?
Most managers love e-mail — it gives them an easy way to quickly communicate with large groups of staffers. But here’s the downside:
The book — The Trophy Kids Grow Up: How the Millenial Generation is Shaking Up the Workplace — describes what today’s new college graduates expect from their employers. Hint: You’re probably not going to like what the author has to say.
Want to know how courts are going to handle Americans with Disabilities Act lawsuits from here on in? A recent case out of Texas provides a clue.
As tough as it is for HR to deal with, there are some employees out there who use bias claims to avoid responsibility for their own poor performance. The good news:
Taking FMLA leave doesn’t give employees automatic immunity from discipline or termination. But your managers still need to use extreme caution when they make staffing decisions involving employees on leave.
Wells Fargo had mountains of well-documented evidence to back up its decision to fire a poorly performing employee, but a simple phrase by a clueless manager could wind up making all that evidence moot. And if the lawsuit — Stewart v. Wells Fargo — does cost the organization big, perhaps it can serve as a…
Let’s face it: Your daily routine doesn’t leave a lot of room for you to thumb through your handbook. So when you do make time to go over it with a fine-tooth comb, you’ve got to do it right.
A recent court ruling offers a reminder of an oft-overlooked area where FMLA regs get companies in trouble: performance reviews.
Progressive discipline is a structured approach to dealing with workplace problems ranging from poor performance to unacceptable behavior. Here’s how to help your managers from screwing it up.
Nobody likes firing people. But sometimes, the gyrations managers go through just to avoid the uncomfortable termination confrontation can jump back and bite you.
In an ideal – if boring – world, employees would show up for work on time every day, exceed standards in their day-to-day duties, get along perfectly with their bosses and co-workers, and follow every company rule. Alas, we don’t live in an ideal world. And that’s where the concept of progressive discipline comes in….
When an employee wants to transfer to a new department, but isn’t qualified for the job, it seems like a fairly straightforward situation. But one offhand comment can quickly turn an open and shut case into a lengthy legal battle.
HR knows how to comply with all of FMLA’s requirements. But not all managers do — and they’re normally the first ones employees talk to when they need time off. That leaves many companies open to lawsuits caused by some common FMLA mistakes.
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