• The HR Specialist - Print Newsletter
  • HR Specialist: Employment Law
  • The HR Weekly

Terminations

What are our obligations for notifying workers and government officials about a big layoff?

07/20/2010
Q. Due to the economy, we are considering shutting down our business. Are we required to give advanced notice to our employees?

When making termination decisions, beware the cat’s paw

07/15/2010
Managers and HR professionals are often pulled in many directions at once and don’t always have time to independently review the personnel decisions that line supervisors make. Under what’s commonly referred to as the “cat’s paw” theory, an employee can win a discrimination claim even if the employer successfully proves that the actual decision-maker didn’t intend to discriminate—or even knew that the employee was a member of a protected class.

Asleep–or whatever–on the job? It’s safe to terminate

07/15/2010
It seems elementary that employees should work when they are being paid. But some employees apparently think it is fine to take unauthorized breaks by holing up in an inconspicuous place. You don’t have to put up with it.

Make sure your Internet usage reports are specific

07/15/2010

If you have a policy that tries to limit employees’ Internet use, make sure your IT department has an accurate and very specific way to measure that usage. Otherwise, an employee who’s fired for violating the policy may end up collecting unemployment compensation.

Before firing, make sure employee hasn’t made any recent safety complaints

07/15/2010

Minnesota employees who make good-faith reports about safety concerns are protected from retaliation. Before you approve a termination recommendation, make sure the employee hasn’t recently complained about safety issues. If he has, verify that the discharge reasons are genuine. Otherwise, prepare for a retaliation lawsuit.

Responding to an office affair? Don’t forget the ‘fair’ part

07/15/2010
When an office romance is in full bloom, it’s a tough secret to keep from the perceptive masses. But how’s an employer supposed to respond when an affair causes turmoil in the workplace? This court decision offers a good warning: Don’t discipline one partner but not the other.

Balance Staffing blindsided by recruiter’s ADA lawsuit

07/13/2010

Balance Staffing’s short-sighted treatment of a visually impaired recruiter will cost it $100,000 to settle a disability discrimination suit. Balance Staffing, a nationwide temp agency with operations in Florida, hired Jocelyn Snower. Snower was an experienced recruiter, but company owner Robert Feinstein did not know she was blind when he hired her. When he found out, he immediately fired her …

Just quitting isn’t ‘constructive discharge’

07/13/2010

Some employees have heard through the legal grapevine that if the going gets tough at work, they can just get going. They believe they can up and quit—and then turn around and sue, claiming that they had no choice but to leave because they were suffering retaliation for taking some protected action. This is an example of “constructive discharge.” But conditions have to be pretty onerous before the tactic works.

Commercial pilots claim FAA retirement plan broke state law

07/08/2010

When Congress raised commercial pilots’ mandatory retirement age from 60 to 65, not all pilots were pleased. Pilots who had been forced to retire under the 60-years-of-age rule weren’t grandfathered into the new system. The pilots are seeking back pay and lost wages under state laws and the Federal Tort Claims Act.

Include federal jury service protection in your employee handbook and policies

07/08/2010
Make sure your employee handbook covers federal jury service and that supervisors don’t punish employees who serve on federal juries. Employees who are called to serve on juries in federal courts are protected from discharge because of their service.