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. […]
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.
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.
A psychiatric reference book you may have never heard of could bring on severe anxiety symptoms for HR pros.
Employers often get very nervous about taking disciplinary action against a staffer who’s just taken — or has just returned from — FMLA leave. A recent court decision illustrates that you might have more room to maneuver than you thought.
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?
Firing somebody just before the holidays strikes most people as the most Scrooge-like move an employer can make.
Study after study confirms that an alarming number of applicants are blatantly lying on their resumes, and a new study reveals many of these folks are likely to get away with it.
How did one woman’s request for a parking spot turn into an important disability ruling about reasonable accommodations?
If you do get questioned by the EEOC about a potential bias charge, here’s a thought: Be very, very clear about why you fired someone.
When a federal court ruled Ford Motor Co. was right to deny a disabled employee’s ADA accommodation request to telecommute, many employers were thrilled. But don’t pop any corks in celebration of the ruling that said “… regularly attending work on-site is essential to most jobs … “ just yet.
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