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Firing

Ants in his pants—But can you fire him?

02/26/2008
The Internet has created a whole new pond for employment lawyers to fish in. But you’re not powerless to your employees’ embarrassing—and potentially illegal—online activities. You can discipline employees who go over the line. You should specify what off-duty activity is prohibited in terms of unbecoming, immoral or illegal behavior …

Stick with measurable, objective standards when discharging

02/01/2008

Concerned that any discharge decision you make will be second-guessed by a court or jury? Ease that worry by adopting a fact-based approach to discipline that relies on easily proven and verifiable work problems. Avoid generalities such as “just not working up to potential” or “not a team player and others have to pick up the slack.” Instead, go for the specifics …

Associate loses temper, job and now lawsuit against DLA Piper

02/01/2008

Charlene Morisseau, a litigation associate in DLA Piper’s New York City office, lost a $250 million race discrimination lawsuit against the law firm. Morisseau joined the firm in 2003 and was fired in less than a year …

The old ‘Pot in the meatballs’ trick fails again

02/01/2008

A New York City Police Department counterterrorism detective said he failed a drug test in 2005 because his wife spiked his meatballs with marijuana …

An age-Old problem: ‘Stray remarks’ have a way of coming home

02/01/2008

Conventional wisdom has been that isolated or “stray” remarks alone by an employer do not prove discriminatory intent. Conventional wisdom may be wrong. A recent 2nd Circuit Court of Appeals case (Tomassi v. Insignia Financial Group, Inc., 478 F.3d 111, 2007) has clarified what it deemed a misconception of the true meaning of the term “stray remarks”  …

Litigious worker criticizes company? You may be able to fire

02/01/2008

Employers can’t discipline employees for filing discrimination claims with state or federal agencies. That’s retaliation. But what if an employee is spouting off to co-workers and customers about how he’s suing to “get” the company? …

Do you have a ‘No lying’ policy? It could be a legal lifesaver

02/01/2008

If you don’t have one, consider adding a general honesty or misrepresentation clause to your employee handbook. Such a clause can come in handy when you are looking for a solid reason to discharge someone who just isn’t being upfront and honest with the company, but technically may not have violated a specific work rule …

Having dispute in ‘Grievance’ does not stop lawsuit deadline

02/01/2008

All employers with a unionized work force, take note: Just because someone has an age discrimination claim awaiting resolution under your collective bargaining agreement’s grievance procedures doesn’t mean the employee can’t prepare to file a lawsuit. In fact, the employee may have no choice but to go forward …

HR pros: Do you know what your supervisors are saying?

02/01/2008

It’s easy to become isolated in the HR office, especially if you are physically separated from the shop floor or other work locations. So it should come as no surprise that some things that go on outside your limited view may mean trouble. That’s why you need to keep open lines of communication between HR and the field. Make sure all employees know how and where to report sexually or racially hostile language or actions …

Maintain HR oversight on all termination decisions

02/01/2008

The only thing between your organization and a discriminatory discharge verdict is the HR office. An impartial and cool-headed HR professional must oversee the process every time an employee is terminated. Keep careful track of exactly how the decision-making process moves forward in every case, and insist that HR have the final word on termination …