Learn more about “employment at will” and what it means for employers, employees and the law. Learn to build peace with employees by using techniques to soften termination and prevent lawsuits.Read More
Our company competes for contracts in the health-care industry. Sometimes employees leave us for better positions with our competitors. This happened recently when a lower-level accounts receivable employee gave two weeks' notice. Management, however, told her to leave at the end of the day.
There was some debate as to whether this was necessary, since she didn't serve in a strategy-forming role and had no access to any "secret" processes or work practices (although she did prepare the monthly accounting reports). In some instances when employees resign, it can be prudent to allow them to finish immediately and pay them to the end of their notice period. For future reference, how do we create a checklist of circumstances to guide us in these situations?
An incident from seventh-grade shop class shows what happens when employers aren't ready for allegations of discrimination that so often accompany a termination.Read More
Little white lies employers tell to soften the blow of firing someone can backfire in a costly way.Read More
If terminations are messy, public and humiliating, they're fodder for hungry plaintiffs' lawyers.Read More
Two valuable samples of forms used when terminating an employee.Read More
What Michael Gannaway, Chairman and CEO, told employees about the company's termination of approximately 6,450 salaried and hourly positions.Read More
When one of your executives is in a bitter divorce, corporate information can find its way into the public record, sometimes to the embarrassment of the company.Read More
Some language to spell out the all-important message that an employee’s job isn’t permanent.Read More
It's a hard fall for some employees, but a decision by the trend-setting California Supreme Court might bring business back to real employment at will.Read More