According to the decision, because of the economic downturn, the AMA decided to eliminate the position of Peter Friedman, the communications campaign manager, because his responsibilities had drastically changed. Read More
The Chicago-based website offering deep discounts on local businesses has been more aggressive in doing performance reviews, starting earlier this year. It raised quotas and began holding employees more accountable to those targets and forcing out those who couldn't hit them.Read More
The court said a $2 million judgment against the parcel service in the case was 'excessive,' because the company's actions only caused monetary harm to Keith Jones, a former UPS package car driver and plaintiff in Jones vs. United Parcel Service Inc.
A Chicago-area judge made a ruling on two Facebook postings, but said one is a concerted activity and the other is not.Read More
According to the filing, C.J. Fraleigh will continue to receive a pro-rated amount of his most recent annual base salary of $597,000 through his termination date of Jan. 13, 2012. He also will receive severance of $2 million over 21 months, which is the equivalent of his annual salary plus 75 percent of his bonus target for fiscal 2012 ending June 30.Read More
Ford is promoting retirement to reach its job-cutting goal at the plant, which employs more than 3,000 workers and produces the Ford Edge and Flex and Lincoln MKX crossovers. The plant also will assemble the 2009 Lincoln MKT crossover.Read More
Mayor Richard M. Daley had asked employee unions to accept voluntary furloughs, but they have refused. The mayor is expected to announce 1,000 or more layoffs.Read More
You need to provide support of all kinds: emotional, financial, practical, along with advice to help employees who are forced to seek new jobs.Read More
A judge rules that the employees’ Facebook discussion was protected concerted activity within the meaning of Section 7 of the National Labor Relations Act.Read More
Most material I've read says that supervisors should say thanks for a job well done. What happens when the efforts of an employee are not good? I don't to want to say, "Good job, but …" and list the all the areas that need improvement. What could I do to start the performance conversation (constructively)?