Terminations

Ensure layoffs don’t target ‘costly’ workers

09/30/2024

When employers decide to reduce their workforces, it’s often because they need to save money. Laying off highly paid employees is one thing. It’s entirely another matter to target employees with costly medical problems that strain your self-insured health plan. That’s an almost foolproof way to trigger a lawsuit.

Fired whistleblower triggers wide-ranging investigation

09/19/2024

An employee of a day care center who raised health concerns about the center’s kitchen will receive $43,295 in back pay. But it may cost the employer far more.

Fair firing: Avoid masking performance issues with layoffs

08/23/2024

A recent survey by ResumeBuilder.com has unveiled a concerning trend in corporate layoff practices: Many layoffs aren’t intended to cut costs; they’re a way to cull poor performers from the payroll.

Firing for social media posts? Not so fast

08/22/2024

As the election approaches, hopefully you have reminded employees that such discussions in the workplace must be respectful. But what about employees who keep politics out of the office and production floor but use social media like Facebook, X and Instagram to comment and share other political commentary? Should you punish such activity if the views expressed run counter to your company’s stand on DEI or other company values?

Are RTO mandates just layoffs in disguise?

07/29/2024

More than a third of managers and senior leaders believe their organizations laid off workers because return-to-office mandates failed to make more employees quit, according to a new survey by Bamboo HR. They’re probably right.

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

05/13/2024

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

05/08/2024

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

04/17/2024

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

04/05/2024

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

03/20/2024

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.