If you don’t have a document-retention policy, you should.
Consider the awful position in which it could place employers who are lax with their termination decisions.
Is video the next big move for HR to cover itself in potentially litigious personnel discussions? Some contend there’s a benefit; others say it’s a slippery slope.Read More
If you're ignorant enough to fire someone because of their caregiving needs at home, maybe it is asking too much to expect you to know enough not to express that intent out loud.Read More
Employers face a very real risk of age discrimination if they do not treat each employee, of age any, as an individual, with individual talents and abilities.Read More
If you plan on terminating an employee on performance, you need to have the goods to back it up.Read More
According to the 6th Circuit court, an employee can sue an employer for 'buyer's remorse.'Read More
Unless an employee is absolutely unable to perform the essential functions of the job with (or without) reasonable accommodations, a medical diagnosis should never come into play as a reason for termination.Read More
The moral of this story is to confirm, but don’t fish, when seeking medical information from an employee returning to work following a medical leave of absence.Read More
When the accommodation is so trivial (a $1.39 bag of chips), employers should strongly consider making the accommodation for an employee’s medical situation regardless of the scenario.Read More