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Firing

Instruct supervisors: Mum’s the word on discharge

08/01/2007

Nothing will sink an employer’s case faster than a manager’s careless comment …

Whistle-Blower being cut? Run termination by counsel before sending letter

08/01/2007

It pays to tread cautiously when dealing with employees who have publicly criticized their employers …

Love hurts, but retaliation is really, really expensive

08/01/2007

A former financial manager for Joseph Chevrolet of Millington will be reinstated to her job and receive $168,000 after she was fired for ending a sexual relationship with owner Joseph Hood …

Gun-Toting good Samaritan is fired

08/01/2007

Village Green Companies, a residential leasing company based in Oak Park, sparked a public outcry when it fired a leasing agent for bringing a shotgun with him when he helped to rescue a wounded neighbor …

Draft ‘Last-Chance’ agreements with care

08/01/2007

Q. We have a poor-performing employee who is up for discharge. The union has requested that we give him one “last chance,” and has said that it will agree to a last-chance agreement if we don’t terminate his employment now. What is the impact of a last-chance agreement? — J.R.

Before discharge, investigate supervisor’s claims

08/01/2007

If you don’t want to subject your organization to liability for a supervisor’s biased or discriminatory discipline recommendations, conduct at least a brief independent investigation …

Please tell us about the … umm … whatchamacallits you stole

08/01/2007

Witten Technologies terminated Anthony DeRubeis and Maclyn Burns. They sued for breach of employment contract. Witten countersued …

Strong ‘No violence’ policy relies on enforcement

08/01/2007
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Wrongful termination scores $329,000 for Sonoma State coach

08/01/2007

A California jury has awarded more than $300,000 to a former Sonoma State University softball coach who claimed that she was wrongfully fired ….

Don’t fire for FMLA absence, even with attendance problems

08/01/2007

Because the FMLA is an entitlement law, employers can’t interfere with emplolyees taking leave. But what about a chronically absent employee whom you’ve given one last chance? Do you have to sort out whether that final absence is covered by the FMLA—even if you could have fired him or her for absenteeism before? The answer is unequivocally “yes” …