Misconduct and Complaints
Do you really need that workplace investigation? In many cases, the answer is absolutely “yes” …it may even be legally required. Read on to find examples of when “Yes, you should have an investigation!”
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.
With workplace violence becoming increasingly more common, employers must learn how to recognize and mitigate threats before people get hurt.
Employers are faced with challenges when trying to curb abuses of FMLA leave privileges, while at the same time caring for legitimate medical needs.
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.
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.
A multi-chapter resource about employment investigations for religious organizations, including 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.