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Firing

No STD documentation? OK to discipline–or fire

06/09/2010

If you offer short-term disability (STD) benefits for employees who can’t work because of illness, you probably insist on medical documentation. If the employee doesn’t provide that information within the reasonable timeline your STD plan requires, you can count the absence against the employee and terminate her.

Aggressively defend against even the flimsiest lawsuits

06/09/2010
Employees who lose their jobs often think the reason just has to be discrimination. Their first stop after receiving their pink slips: a lawyer’s office. If the resulting lawsuit is meritless, push hard for dismissal.

Ensure workers understand waivers before signing

06/09/2010

The idea behind alternative dispute resolution is that cases will take less time and cost less money to litigate. But that may not always be true. Often, employees who have signed arbitration agreements and promised to use an alternative dispute-resolution process end up suing in federal court to try to get the agreement thrown out. Courts often oblige.

Don’t write a zero-tolerance violence policy unless you plan to apply it every time

06/07/2010

Many employers have adopted so-called zero-tolerance rules prohibiting any kind of violence at work. But be careful how you enforce the rule. If you ever make exceptions, you’ll be asking for a lawsuit. Instead, terminate violent employees promptly, as soon as you verify what happened.

Tread lightly when contemplating firing employee who’s been convicted of a crime

06/02/2010
Can you fire a current employee who, during employment, is convicted of a crime? It’s still not clear that you can fire him because of that conviction. Until the law is clarified, consult your attorney before firing someone based on criminal records.

If we fire dishonest employee, can he collect unemployment comp and vacation pay?

06/02/2010
Q. We have an employee who recently submitted an expense report for more than $1,300 for an extended business trip. We accidentally reimbursed him twice. He did not report the double payment and we did not learn of the mistake until an internal audit two months later. Our company policy prohibits dishonesty and we want to fire the worker for violating this rule. Will he be able to collect unemployment benefits? May we withhold the vacation pay that is due to him under our policy, which would just about make us whole?

Know the one key limit on at-will employment

06/02/2010

Because Texas is an “at-will” state, employers are generally free to fire employees for any reason or no reason. Of course, firing employees under circumstances that would be illegal under any specific employment law won’t fly. But other than that, there is only one other discharge reason that puts employees outside at-will employment: Employers can’t fire employees for refusing to perform an illegal act.

Keep careful records so you can show why you punished similar behavior differently

06/01/2010

Employers sometimes think that if they have a broad workplace rule in place, they have to punish everyone who breaks that rule exactly the same way. That’s not necessarily true. The key is to make sure you can document why one employee deserved a more severe punishment than another. Two cases illustrate how to go about individualizing punishment:

Can you fire an employee for threatening suicide?

06/01/2010
Suicide is the 11th leading cause of death in the United States. What should you do if you learn one of your employees brandished a gun and threatened suicide, but a doctor released him back to work? Shouldn’t you be concerned about safety? What other kinds of liability might you face?

Good news for employers: Workers’ comp retaliation isn’t a federal case

05/28/2010
Whenever a case moves from state court into the federal court system, costs go up and delays become frequent because dockets are so crowded. That’s one reason a recent decision by a federal court to send a case back to the North Carolina court system is good news. The case involved a workers’ compensation retaliation claim …