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Discipline / Investigations

Worker wants transfer? Show she requested it

09/23/2011

Poor performers facing disciplinary action may despair when they realize they can’t improve fast enough to avoid termination. Often, that’s when they request a transfer to another open position within the organization. But before you agree to a transfer, be sure to demand the employee’s request in writing and outline exactly why the transfer is being arranged.

Former state revenue employee sentenced for tax fraud

09/23/2011
It’s always good to have someone on the inside. At least that’s how Nancy and Laurie Sondrall must have felt. Nancy’s sister and Laurie’s aunt, Pamela Marie Dellis, was providing them with ill-gotten booty from the Minnesota Department of Revenue.

Cincinnati union leader faces jail time, fines for fraud

09/23/2011
Former Cincinnati city employees’ union president Diana Frey has pleaded guilty to federal charges of embezzling more than $750,000 from the Cincinnati Organized and Dedicated Employees (CODE) union.

Exhibit A: Avoid the 3 most common documentation mistakes

09/23/2011

“Document, Document, Document.” Employment attorneys say it all the time. The quality of your documentation relating to performance management and discipline goes to the heart of your credibility as a manager or HR professional. Anything less and your documentation becomes Exhibit A for the plaintiff.

Be prepared to defend retaliation lawsuit if fired worker had ever complained to HR

09/09/2011

Fired employees seeking money (or revenge) often wrack their brains to recall incidents that might justify a sexual harassment or discrimination lawsuit. Suddenly, that casual complaint to HR starts to look like a pretext for their discharge—at least in their minds and their attorneys’. That’s why you should assume that every complaint will become the basis for a lawsuit.

Investigations: How to solve the classic ‘he said/she said’ impasse

09/07/2011
It’s a mistake that’s all too common: An employer investigating harassment claims or other workplace infraction fails to act when the inquiry bumps up against a “he said/she said” wall. There are four factors critical to assessing witness credibility: demeanor, consistency, chronology, and past history and motivations.

Trust your fair policies: they’ll prevail in court

08/26/2011

It’s a simple fact: You can’t tell which of your employees might sue you one day or for what reason. Your only real protection is fairness. If you treat all employees equally and provide them with the same opportunities, training and discipline, chances are any lawsuit will eventually be dismissed.

Miami bank VP behind bars–& barred from banking for life

08/26/2011
For 15 years, Silvia Angelico Nieto served faithfully as a vice president and relationship manager in Northern Trust N.A.’s international private banking division. Or so the Miami bank thought. Turns out, she spent at least part of that time misdirecting more than $4 million dollars into her own personal bank accounts.

Put brakes on discipline when allegations of supervisor harassment seem credible

08/26/2011
It would be naïve to think your organization’s supervisors would never sexually harass subordinates. Here’s what to do when an em­­ployee complains she’s being sexually har­­­­assed. Make sure you investigate thoroughly. Don’t approve any discipline recommended by the same supervisor until you have had a chance to verify or disprove the allegations.

Workplace Pranks: More Costly Than Funny

08/15/2011
As April Fool’s Day approaches, some employees might be scheming to pull a range of pranks on unsuspecting co-workers. Of the 6,800-plus employees surveyed by Careerbuilder.com in 2008, 32% reported having either initiated or been on the receiving end of an April 1 prank.