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Employee Discipline and Termination - Part 3: Problem People

Insightful comments, Theresa, however, I am going to push the envelope here a bit. Your approach above would work if there is nothing the person has done which is illegal or unethical, or reputation damaging but what if, as a leader, I come across illegal or unethical behavior, and that person just needs to go? 

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Part 9: What Happens With the Retaliation Lawsuit?

fighting retaliation claimsOur question today is, how do you avoid a retaliation lawsuit? The original complaint doesn’t have to have merit. It could be wrong or ill-conceived. It is still going to be difficult to get a claim of retaliation dismissed. You are going to have to show a non-retaliatory business reason for the termination... 

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Part 7: Open Communication and Impartiality in Investigations

This is quite helpful Theresa. I think the biggest issue here, is, wait for it, …communication! Part of me still struggles with wondering if it is possible to investigate a complaint by a party, gather information through an investigation through all parties, and end up by determining that the complaining party is more the problem than anyone else. 

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