When economic reasons demand that you eliminate an employee's job, either temporarily or permanently, you automatically have a sound business reason for the discharge. Few courts will question your ... |
If you do ignore all the expert advice and fire someone impetuously, perhaps because you had an argument or you caught the worker in the act of stealing or damaging property, what should you do? |
Whenever you are involved in firing or laying off a worker, there is the possibility that the laid-off employee will take legal action against you. To avoid this threat, you can negotiate a severance ... |
If the federal Age Discrimination in Employment Act applies to you (generally, if you have 20 or more employees during 20 or more weeks in the year) and if the worker is more than 40 years old, there ... |
You can't, of course, stop people from quitting on you. But you can, if you want: |
Whether you want or need advance notice of resignations depends on the nature of your business. If you are in an industry where people commonly come and go, and where it's relatively easy to find ... |
A "prompted resignation" is a resignation that appears to be voluntary on the surface. However, the idea or motivation for the employee to resign came from somebody else, usually the person's boss. |
O.K., you've made the decision to fire or lay off one of your employees, and you've done all the groundwork needed to document and justify your actions. ... |
We can't say it strongly enough: even when firing a worker, you should make every possible attempt to maintain the employee's dignity. |
If you need to fire or lay off someone, it should always be done face-to-face, never by letter or over the phone. |
