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No, you can’t use high medical costs as an excuse to terminate a sick worker

A car dealership is out $325,000 and must train managers and supervisors on the ADA and the Age Discrimination in Employment Act.

‘This is a business’: Google CEO fired back and fired protesting employees

Employees have the right to think whatever they want to think and hold whatever opinions they want to hold. But when employees act on those opinions in a way that disrupts their workplace and their employer’s business, they’ve crossed the line and should be held accountable … not for their beliefs, but for their actions.

The 5-step plan for handling an employee’s 2-weeks’ notice

For a smooth exit that’s favorable to both employee and employer, follow these steps for any departure.

How not to conduct a reduction in force

Any layoff will cause disruption and pain for those affected. But group firings can be handled in ways that minimize the impact if the HR department implements a few best practices. That begins with notifying employees in a way that helps preserve their dignity and follows the law.

Think twice before firing an employee for FMLA abuse

An employee on FMLA leave for their own serious health condition can’t work for you. This doesn’t consign them to sitting at home until their leave is up, however. A federal trial court ruled that an employee on FMLA leave could have her day in court after she was fired for chaperoning her son’s senior trip to Jamaica.

How to Wipe Out Fraud and Abuse Under FMLA

The medical certification process is your most potent weapon for combating potential FMLA fraud. But obtaining a certification is only the first fraud-stopping step. Here are 10 more things you can do to keep employees from gaming the FMLA system.

When terminations are required, always proceed with dignity

Sometimes, managers must terminate employees even during good economic times. The reasons are many. An employer may choose to move in a different direction, requiring it to shed workers with skills no longer needed now that the mission has changed. Then there’s the case of the underperforming employees you finally decide to let go. Whatever the reason, managers must understand how to fire with dignity. Here are some guidelines to follow.

Nonunion workforce? How union rules could still trip you up

The federal labor law can be a trap for the unwary—even for nonunion employers. Even if your employees don’t belong to a union, the National Labor Relations Act applies to you. Example: A nonunionized employer now has to pay $900,000 to two fired employees to settle charges that it violated the NLRA. To avoid similar trouble, you must understand this law!

Lawsuit-proof your firing decisions: Have those who hire or promote also do the firing

Here’s one easy way to cut down on lawsuits when you have to fire an employee: Have the same person who hired or last promoted the employee also make the final decision on termination.

Voluntary quits rose slightly in 2023

Voluntary resignations rose 5.3% from 2022 to 2023, according to new research by the iHire online recruiting website. Based on a survey of more than 4,100 workers and employers across 57 industries, 43.4% of employees quit a job in the last 12 months.