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Discipline / Investigations

Log misconduct or worker could get unemployment

11/29/2010

When you discharge an employee for misconduct, she theoretically isn’t eligible for unemployment compensation because the employee’s own poor behavior is what caused her dismissal. But you can’t be sloppy when you document the misconduct. Take the time to investigate before you terminate.

Bulletproof anti-harassment policy by ensuring employees know how to lodge their complaints

11/29/2010

It’s been over a decade since the U.S. Supreme Court laid down the law on what employers need to do to prevent and cure sexual harassment. That’s long enough for complacency to have set in. By now, some employers may have started taking sexual harassment less seriously than they did when the court first ruled. That’s a potentially costly mistake.

Spot supervisors’ hidden bias by monitoring daily stream of info flowing into HR

11/26/2010

Is a tendency toward discrimination hiding within your management ranks? If so, you may be courting real trouble. You need to ferret it out as soon as possible. But how? Obviously, few supervisors will openly advertise their bias. But you may be able to spot it in the reams of information that routinely flows into HR.

Minneapolis lawyer faces prison time for fraud

11/26/2010
Michael Margulies, a former partner at the Minneapolis law firm Lindquist & Vennum has pleaded guilty to mail fraud, admitting in court that he had embezzled $2.5 million from the firm and its clients. He could face up to 20 years in prison.

School leader accused of creating hostile environment

11/26/2010

The Farmington School Board is investigating one of its own. The board recently voted to investigate member Tim Burke to see if he poses a potential liability. Several board members have accused Burke of treating administrators disrespectfully, burdening them with unnecessary data requests and making unfounded accusations against them.

Teacher took 5-year leave to go embezzling

11/26/2010
State law allows teachers with five years on the job and 10 years’ experience to take up to five years of unpaid leave if the school board approves it. For one former Minnesota teacher and athletic coach, that was a deal too good to pass up.

Investigation points back to employee who complained? It’s OK to punish her, too

11/26/2010

If an internal investigation reveals that the employee whose complaint launched the process was also engaged in improper behavior (or was, in fact, the person to blame for the situation), don’t hesitate to punish appropriately. As long as you act in good faith, a court is unlikely to conclude the punishment was retaliation for complaining in the first place.

Investigations: You can (and should) demand silence from all participants

11/26/2010
Water-cooler talk about alleged discrimination or harassment can poison a workplace. That’s why your company policy should require all participants in investigations (including witnesses) to keep quiet about the issue. That way, rumors and exaggerated claims won’t influence other employees who haven’t yet told investigators their side of the story.

2 Vikings know what their post-season won’t include

11/22/2010
Barring an unlikely change of fortune, the Minnesota Vikings aren’t going to Dallas for the Super Bowl this year. Two Vikings players—defensive linemen Kevin and Pat Williams—also know they’re not going to Washington after the regular season ends.

Can deciding not to discipline lead to court?

11/22/2010

It happens: A supervisor wants to discipline an employee, but HR or upper management nixes the idea because it knows something the boss doesn’t. Perhaps the employee had suffered discrimination in the past and was placed in a new position for a fresh start. Be prepared for legal fallout if you wind up disciplining the supervisor.