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Firing

Don’t tolerate employee’s religious threats

03/09/2010

Employees are entitled to broad protection from discrimination based on their religious beliefs and practices. However, that protection has limits. Consider, for example, what may happen if an employee tries to bludgeon—figuratively—her fellow employees with her religious beliefs.

Employee fired after registering complaint is now suing? You could be personally liable

03/09/2010

Here’s a new worry for Ohio HR pros who play a role in deciding whether to fire employees: You could end up being sued personally if it turns out that the discharge was wrongful under Ohio’s public policy exception to at-will employment. That means your own assets—not just the company’s—are at risk. Here’s how it works:

Can I terminate a cashier who just filed for bankruptcy?

03/09/2010

Q. I just found out that an employee filed for bankruptcy. I’m concerned, because she works a cash register and has access to money. Can I fire this employee?

Fire away if defiance follows discipline

03/05/2010

Some employees don’t respond well to corrective discipline. They may become angry and combative. You don’t have to put up with that sort of behavior. In fact, you can use that reaction as a valid termination reason.

Good documentation proves you’re not biased

03/04/2010

Employers that take the time to document workplace problems usually don’t lose discrimination lawsuits. The reason is simple: A carefully documented work history—showing exactly how the employee was breaking rules or underperforming—makes it difficult to prove discrimination.

‘My disability made me do it’ argument fails to impress

03/04/2010

Some disabled employees believe that their disabilities excuse them from following the workplace rules other employees have to abide by. That’s not true. Case in point: An IBM employee was fired for accessing sexual materials on his work PC. He sued, alleging that post-traumatic stress disorder made him more vulnerable to addiction, including a compulsion to access sexually oriented materials. The court refused to entertain that argument.

Handle necessary search as unobtrusively as possible

03/01/2010

With workplace violence continuing to make news, employers naturally want to lessen the chance that an angry employee will try to do harm. When they’re about to fire an employee, some employers search the worker’s car to make sure it doesn’t contain any weapons. Handle that search as unobtrusively as possible.

If fired worker lists us as a reference, will we get in trouble for telling the truth?

03/01/2010

Q. Another company has requested a reference for an employee that we fired. The company has a signed form giving the employee’s written consent to ask us for a reference. Will we have legal problems if we provide negative information about the employee?

Don’t fear personal liability for some firings

03/01/2010

If you have hiring and firing responsibilities, you may worry from time to time whether you could be held personally liable for your decisions. Now a Texas appeals court has answered that question—at least in situations involving the firing of someone who refuses to engage in an act she believes is illegal. The court said there is no personal liability.

Use objective, easily measurable standards to gauge employee performance

03/01/2010

Most jobs can be quantified. That is, it’s possible to measure success on the job by tallying how much an employee produces in a given period—whether that’s widgets, reports, new clients or sales. By using such objective measures to decide who is terminated, employers have powerful evidence to counter discrimination claims.