Are you ready for the three most difficult conversations you’ve had in a while?
It’s not always what’s missing from employee documentation that could get you in trouble. It’s also what may already be in your documentation that could land you on the wrong end of a lawsuit.
Here’s more proof that managers (and executives) need to keep their opinions to themselves and just stick to the facts when disciplining employees. Otherwise, they could create a path for employees to sue.
In a groundbreaking move, the Equal Employment Opportunity Commission (EEOC) is suing an employer, alleging its wellness plan violates the Americans with Disabilities Act (ADA). It’s a lawsuit well worth taking a gander at.
You know when employees request FMLA leave, those conversations have to stick to the facts about what the workers need and why. The problem is, a lot of managers don’t know that — and here’s proof some of their stray comments can cost you dearly in court.
To help employers craft handbooks that don’t violate the National Labor Relations Act, the National Labor Relations Board has issued a compilation of rules it has found to be illegal — and rewritten them to illustrate how they can comply with the law.
This year, it’s expected that nearly 30,000 ADA-related claims will be filed against employers with the EEOC. A big part of the reason: Some employers have gotten their wires crossed when it comes to complying with some of the more confusing aspects of the law.
Everyone knows a good myth or two. And as it turns out, a lot of those myths end up being taken at face value and acted on as if they were true — and it’s costing employers. But much like the boogeyman, many of these employment “facts” exist only in our imaginations.
With e-mail being introduced as evidence in more court cases, disgruntled employees seemingly could have a wealth of comments to potentially support their claims. Where do courts draw the line?
A lot of employees, especially your troublemakers (you know who they are), think they’re safe when they leave the work premises. They’re not.
Of course, you’d never fire someone for taking FMLA leave. But perhaps the termination had been in the works long before the person took FMLA leave. It’s still a sticky situation, but a court recently outlined when it’s safe to say goodbye to someone on FMLA leave. The danger is, obviously, FMLA interference and retaliation […]
You can twist yourself in knots trying to dodge a lawsuit, but it really comes down to the avoiding the Big Six Mistakes.
As HR pros, you obviously get the importance of thoroughly (and carefully) documenting employee performance problems. You know who doesn’t? A lot of managers who oversee employees.
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.
Whether it’s the details of an employee’s FMLA request or a description of a problem staffer’s activities, HR pros know solid and consistent documentation is of the utmost importance.
There are a large number of myths and misconceptions concerning wrongful termination. Here are the top seven myths about wrongful termination many employees hold.
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