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Firing

HR decisions don’t have to be based on foolproof evidence—just good faith

06/26/2009

It’s emotionally difficult to terminate someone, especially in this economy. You may be tempted to drag out the process until you’re absolutely sure the employee broke a rule or committed a serious infraction. Don’t agonize unnecessarily about the decisions you have to make. As long as you act in good faith, you don’t have to be absolutely right about the underlying facts.

Statesville Compare Foods settles bias claim with EEOC

06/26/2009

For the second time in a year, a North Carolina Compare Foods store has settled discrimination charges with the EEOC. As in the earlier case, this one—involving a store in Statesville—involved accusations that workers had been fired because they weren’t Hispanic.

How to terminate employees who have been out on workers’ comp

06/26/2009

Terminating an employee who has been out on workers’ compensation leave is a high-stakes process. How well you handle it can affect your ongoing workers’ compensation liability—and could also subject you to claims of wrongful discharge or retaliation. It’s made all the more complex by the fact that your workers’ comp carrier’s goals may conflict with yours.

If we fire a lazy employee, will she be eligible to collect unemployment benefits?

06/26/2009

Q. We have an employee who does not work very hard, and her productivity is only mediocre. If we terminate her, will she be able to collect unemployment compensation?

Faced with explaining itself to a jury, hospital settles

06/26/2009

According to the EEOC, Pittsburgh-based Lifecare Hospital showed a remarkable lack of compassion when it fired business manager Diana Altieri-Hand, who had cancer at the time. Saner heads prevailed once hospital officials contemplated the prospect of a hospital justifying to a jury why it mistreated a cancer patient.

Meenan Oil settles age discrimination lawsuit

06/26/2009

Tullytown-based Meenan Oil has settled an age discrimination suit filed by 72-year-old Louis Ceccoli, who was fired and then replaced by a substantially younger worker. Ceccoli built his case on derogatory comments his sales manager made about older workers.

Don’t throw the book at fired employee–one good reason will suffice in court

06/23/2009

The more reasons you can dream up to fire an employee, the better. Right? Think again. Firing someone for one obvious rule violation will stand up better in court than a laundry list of petty transgressions …

Stick to your story: Don’t shift explanation for termination

06/22/2009

One of the most legally dangerous things you can do after you terminate an employee is change the reason for ending the employment relationship. Instead, decide on a defensible rationale at the time of the termination. Document that decision and all the supporting evidence. Then remind execs and supervisors to stay on script.

When does ADHD count as a protected ‘disability’?

06/22/2009

Do you have employees who are easily distracted, restless, disorganized and forgetful? Maybe that’s just who they are—or maybe they’ve been diagnosed with Attention Deficit Hyperactivity Disorder (ADHD). It’s an “invisible” disability, but one court recently said employers shouldn’t be so fast to discount it. A disability is a disability … whether you can see it or not.

Pregnant poor performer: Can we fire her?

06/22/2009

Q. We have a pregnant employee who is planning to take maternity leave soon. Her performance has deteriorated badly during her pregnancy, but we don’t think her pregnancy has anything to do with it. Can we terminate?