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

Terminations

Are you really going to challenge that unemployment claim?

11/16/2016
HR must be careful in weighing what it’s gaining against what it could be losing.

Court loses patience with prof’s pro se poetry

11/14/2016
Some federal courts are tiring of having to process long-winded pro se complaints.

Before you fire, know 3 limits on at-will employment

11/13/2016
Unless a contract specifically said otherwise, you can fire at-will employees for any reason or no reason at all, with three exceptions.

Downsizing in New York? Know when you need to WARN your employees

11/11/2016
If your business is planning or considering downsizing at these levels, then a review of the WARN Act needs to be undertaken early in the process.

Subordinate’s hair comment doesn’t justify lawsuit

11/11/2016
It takes more than a handful of incidents to create hostility, even if they could be viewed as offensive and not appropriate for the workplace.

Thoroughly document rationale and timing for every termination decision

11/11/2016
Treat every pending termination as if you will have to prove that you had solid business reasons for your decision.

Ensure employees on leave understand termination rules

11/02/2016
If you have a policy on terminating employees who are out on leave, be sure to issue reminders about the rule and the timeline.

Pick one reason for firing, then stick with it

11/02/2016
Before you decide to change the reason why you discharged a worker, consider the possible impact of a potential lawsuit.

How to get the most from your exit interviews

10/27/2016
From both sides of the table, exit interviews are not a comfortable situation. But organizations can gain a lot of valuable information that can help improve the workplace culture and reduce turnover.

EEOC appeals loss in funeral home transgender case

10/18/2016
The EEOC is appealing a federal court’s ruling that a Michigan funeral home was allowed to fire a transgender employee because of the owner’s religious objections.