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  • HR Specialist: Employment Law
  • The HR LAW Weekly
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Cops: Accountant skims $333K over course of 10 years

It took 10 years, but an accounting employee of Hershey Entertainment & Resorts managed to sock away a tidy nest egg totaling more than $333,000. The only trouble, according to police and prosecutors: She built her savings account by embezzling the funds from her employer.

Categorize reasons why you impose employee discipline

You probably know you must document all disciplinary actions. Take that a step further by categorizing the discipline.

Appeals court: Attorney fines OK to stop frivolous lawsuits

Here’s some good news that may mean fewer frivolous lawsuits against employers. The 4th Circuit Court of Appeals has upheld a fine against attorneys who pursued a frivolous lawsuit against an employer.

Document every termination as if it will be challenged in court

Here’s a good rule of thumb when disciplining employees: Consider it a given that if discipline leads to termination, the entire disciplinary decision-making process will be challenged in court. That’s why you must carefully document every disciplinary action, starting with warnings.

Calmly accept need for intermittent FMLA leave


Intermittent FMLA leave can be a pain, especially in industries where attendance is crucial. That’s particularly true in nursing and related fields. But employees who are otherwise eligible for intermittent FMLA leave can’t be denied that right merely because it’s inconvenient for employers …

Firing injured employee? Have legit business reason


Illinois employees are protected from retaliation for filing workers’ compensation claims. Protection kicks in when a claim is actually filed or when the employer knows the employee was injured and needs medical care. But that doesn’t mean you can’t fire an injured employee for reasons wholly unrelated to the injury.

Stop harassment suits before they start! Follow up with employees after every complaint

One of the simplest and most effective ways to prevent retaliation lawsuits is to follow up with the employee who complained. Remind her that you won’t tolerate retaliation, and be sure to check back at least once following the investigation.

No explanation of illness? Then no unemployment


In Minnesota, employees who suffer from a serious illness can still collect unemployment compensation if they ask their employers for an accommodation. If none is available, then the employee can collect benefits if he can’t work. But employees must tell their em­­ployers about their medical condition.

No job protection for urging criminal report

In a recent case, the 11th Circuit Court of Appeals has refused to extend protected status to an investigator who wanted her company to go further than it was willing to after it discovered sexual harassment.

Employee performance not up to snuff? You must communicate your concerns

Employers have an obligation to make sure employees know what kind of performance is expected of them. Under no circumstances should you wait until you’re ready to discharge the employee to put criticism in writing. That creates the suspicion that you came up with reasons as a cover for illegal discrimination.