Discipline and Termination
How should religious organizations handle misconduct investigations while respecting both their mission and legal obligations?
From alcohol misuse to workplace misconduct, these events blur the line between professional and personal life, creating potential liabilities. In this article, discover strategies to host safe and enjoyable workplace celebrations. Learn how to set clear behavioral standards, plan responsibly, and protect employees while fostering camaraderie.
Abusive speech is no longer protected by Section 7 of the National Labor Relations Act. Employers now have more authority to discipline employees for offensive language in the workplace.
A multi-chapter resource about how terminating employees is part of business management. There is a right way to do this and a way that opens your business up to legal risk. These posts discuss how employers can terminate employees while protecting their business.
Since using marijuana is legal in Colorado, can your employees use it? Can you stop them? What should your policies include? This post discusses the legal issues involved.
Thinking of letting someone at your company go? While there are often many considerations when you have to fire an employee, here are five key points to cover.
We’d like to introduce Kim Levings, a management and leadership coach. What does this have to do with law? Most legal problems are personal—or personnel—problems gone to seed. Read Kim’s advice on how to deal with the weeds in your firm.
Can you really fire someone for any reason? This informative Colorado employment law post explores the at-will employment doctrine and its exceptions.
Defamation claims against religious organizations are more common than you would think. It’s almost impossible to challenge who a religious organization selects as a minister or how it disciplines that minister. So these claims focus on the idea that what was said about the minister is defamatory—something that is not directly controlled by constitutional law. Here is a recent example of a case that ultimately had an indirect constitutional defense.
If a religious organization believes that a minister or other employee has engaged in inappropriate sexual behavior, what responsibility does it have to notify others? How does child sexual abuse change the rules for normal termination procedure? Those who become victims of that person insist it is the organization’s duty to share that information. Employees who have been terminated for such behavior say sharing such information is a breach of confidence amounting to defamation.