Misconduct and Complaints
Once an employer has made the decision to terminate an employee, specific steps should be followed to ensure the transition goes as smoothly as possible and the business is protected.
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. This post discusses how employers can terminate employees while protecting their business.
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.
This post cautions about what not to do in an internal employment investigation and provides four helpful tips to avoid mishandling a complaint of sexual harassment.
Part Three of this three-part series on employment investigations for religious organizations addresses how to best handle the wrap-up of an investigation, including reporting the findings and taking remedial action.
Part Two of this three-part series on employment investigations for religious organizations presents tips and best practices for conducting the investigation, highlighting how to avoid some pitfalls.
Part One of this three-part series on employment investigations for religious organizations introduces the importance of these investigations and how to develop a framework for conducting them.
Can you really fire someone for any reason? This informative Colorado employment law post explores the at-will employment doctrine and its exceptions.
This post provides an overview of the EEOC’s new interpretative guidance on retaliation for employment discrimination claims, including practical tips for employers.