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Employee Relations

Prepare to prove discipline has been consistent

If you need to fire someone for breaking a rule, document the exact rule he broke. Then check to see how you punished others who broke the same rule. Be prepared to show how their situations compared to the current case.

Threatening to reduce employee’s bonus isn’t enough to justify quitting

A grieving husband has lost a lawsuit that claimed he had no choice but to quit after his employer threatened to reduce his bonus if he continued to take time off to recover from a tragic personal loss.

Are your workers preparing taxes on company time?

As the April 15 tax filing deadline approaches, a new Accountemps survey suggests that work responsibilities are getting sidelined by personal income tax preparation.

Respect the results of outside investigations into complaints

Be prepared to honor the findings of outside investigators you hire to get to the bottom of internal complaints. Accept the results and act immediately to remedy the situation.

Cite specifics to document poor performance

When disciplining workers, consider the potential for lawsuits. Assume that anyone you terminate might sue.

HR comm practices raise information security risks

Confidential employee information may be at risk because HR pros regularly use insecure technology to share it.

Document why discipline may have differed

Before you discipline any employee, review how you handled similar situations in the past. If you decide to discipline more harshly in a new case, be sure to detail in your records exactly why.

March Madness means camaraderie, at a cost

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Carefully document customer complaints if they might be used to justify termination

If your employees can be terminated because of customer complaints, make sure you have a reliable method for tracking those complaints. Be sure to include as many details as possible.

Track details of incidents leading to discipline

Want to make sure discipline sticks? Then details matter. It’s far easier to defend a termination decision if you can show the court that you specifically pointed out the employee’s work problems and offered an opportunity to improve instead of simply terminating her.