Terminations

EEOC on the way? Prepare your supervisors

08/24/2017

If you haven’t had to interact with EEOC investigators yet, chances are you will eventually. And a supervisor who hasn’t been properly prepared to deal with EEOC investigators can sink your case fast.

Consider paying a little extra on termination

08/21/2017

Do you think you may have slightly underpaid an employee who is being terminated? Paying her a little extra as she heads out the door may fix that problem without penalty, based on California wage payment rules.

Never mention workers’ ages when discussing reduction in force

08/21/2017

What not to do when closing down offices in which workers are older than the company average: Mention that eventually you may be able to hire younger replacements at lower cost. That’s just asking for a lawsuit.

Time spent texting counts as absenteeism

08/17/2017

Workers who waste time on their personal electronics may be present physically but otherwise absent.

Was that really a layoff, or just an excuse to get rid of a squeaky wheel?

08/09/2017

The 8th Circuit Court of Appeals had reinstated a lawsuit against a grain operator based on the suspicious timing of a discharge and the use of what the court thought sounded like a manufactured excuse for not rehiring the worker.

Got a good reason for firing? Then stick with it–or risk a lawsuit

08/03/2017

Generally speaking, the law does not tolerate inconsistency very well. That’s one reason it’s so important to be careful about how you explain someone’s termination. If your story changes, don’t be surprised if it winds up being used against you.

Budget crisis is valid reason for termination

08/03/2017

Courts don’t want to be in charge of running your business. Generally, if you can put forth a genuine, legal rationale reason for an action—such as terminating an employee for budgetary reasons—courts aren’t going to step in.

When discipline is suddenly harsher than usual, document details that explain why

07/31/2017

When you set out to discipline a worker for breaking a rule, prepare a report that tells the whole story. That’s especially important if you need to justify why one employee received a harsher punishment than others who, in the past, may have committed similar offenses.

Clearly spell out performance expectations

07/31/2017

Make sure your managers and supervisors clearly and formally communicate their performance expectations. A performance review that criticizes alleged poor work based on expectations that weren’t clearly communicated can become the basis for a lawsuit.

Laying people off? Better have answers for them

07/27/2017

HR executive and trainer Paul Falcone has offered solid sample answers to the questions you never thought you’d have to hear.