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Employee Relations

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Dig into harassment case to learn what really happened


There’s aren’t many ways for an employer to defend against allegations that a supervisor sexually harassed a subordinate. But a careful investigation may uncover evidence that the relationship was wholly consensual, which may help.

Uncover the real reason for poor performance


Whether you’re giving an oral warning to a new hire or issuing a last chance to a veteran employee who is on thin ice, there’s one step you must take before you discipline: Pinpoint exactly why the employee isn’t performing appropriately.

Calling a time-out on the real March Madness


Working professionals surveyed for a recent OfficeTeam poll said they spend an average of 25.5 minutes per day on sports-related activities in the office during the college basketball playoffs.

Annual reviews: Most popular, least effective


The most common frequency for performance reviews continues to be annually.  However, HR professionals say that reviews offer a more accurate appraisal of an employees’ performance when those reviews are conducted more frequently.

Ultimate lawsuit preventive: Proof of poor performance


Employers that track poor performance and can clearly justify reasons for discharge rarely lose lawsuits. That’s because, unless there is solid proof of bias, poor performance will always trump spurious arguments about alleged discrimination.

Impartial discipline: The best defense against bias claims


Treat all employees impartially and you’ll rarely end up on the losing end of a discrimination lawsuit.

No slack for employees who take FMLA, then get caught breaking your rules


Employees who take FMLA leave are not immune to discipline discovered while they are out on FMLA leave or after they return to work.

Good records get lawsuits dismissed fast


Employers that have well-documented business reasons for every discharge typically win lawsuits that allege discrimination. Good records force employees to prove that an allegedly legitimate reason for firing was a pretext for covering up discrimination.

‘Body cams’ for managers & employees: Is it time?


Body cams are now common among police, but some employers see them as a way to monitor performance and sort out he-said/she-said arguments.

Beware discipline after employee talks to EEOC


It’s unlawful to punish employees for cooperating with the EEOC. If anyone who has been in contact with the EEOC is suddenly fired, reassigned or otherwise subjected to some negative action, you’re courting a retaliation lawsuit.

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