Discipline / Investigations

Poke holes in your absence policy before a court does

02/01/2005

Issue: How consistently do you treat employee absences?
Risk: Many organizations’ attendance policies, inadvertently or not, include legally risky doublespeak.
Action: Examine your policy, looking for contradictions and inconsistencies …

Don’t retaliate against employee who is arrested; await case result

01/01/2005

When dealing with employees who’ve had brushes with the law, remember that a big difference exists between “arrests” and “convictions.”
It’s clear that you can fire employees convicted of crimes. …

Preventing harassment: not a ‘one and done’ deal

01/01/2005

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Inability to ‘get along with others’ may qualify employees as disabled

12/01/2004

Perk up your lawsuit radar if you (or one of your organization’s managers) plan to discipline an employee who has emotional problems and difficulty relating to other people. As the following …

Apply ‘fashion police’ rules evenly to avoid discrimination complaints

12/01/2004

When it comes to enforcing your organization’s dress code, consistency is the name of the game.
As the following case shows, you can’t prevent employees from wearing union-related shirts, hats …

Employee refusing to sign review? Don’t let that stop your discipline

12/01/2004

As part of your performance reviews or progressive discipline process, you probably ask for the employee’s signature to acknowledge the issues discussed and actions taken. What if that document is likely …

No need to give notice of demotion or pay cut

12/01/2004

Q. We’re planning to demote an employee for performance reasons. He’d move from a supervisory job (salaried/exempt) to an hourly job, so we’d cut his pay by about $10,000 a year. What kind of notice must we give him regarding the pay cut and exemption status? —L.K., Missouri

Discipline / Investigations

Poke holes in your absence policy before a court does

Don’t retaliate against employee who is arrested; await case result

Preventing harassment: not a ‘one and done’ deal

Inability to ‘get along with others’ may qualify employees as disabled

Apply ‘fashion police’ rules evenly to avoid discrimination complaints

Employee refusing to sign review? Don’t let that stop your discipline

No need to give notice of demotion or pay cut

4 lousy excuses for not firing a poor performer

Protecting workers from harassment isn’t a ‘one and done’ deal

Warn managers: Avoid assumptions about pregnant employees’ limits

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