Q: A few years ago, I was asked to resign from my job. My boss said “We’re going to have to let you go, or you have the option to resign.” I chose resignation.
At least she didn’t have too many personal belongings to pack up.
TheGrio.com has all the details (here):
The nation’s unemployment rate is at a 17-year low of 4.1%, fueling the demand for talent and creating a highly competitive talent marketplace. At the same time, technology continues to disrupt business from almost every angle, and industries experiencing dramatic change and consolidation face redundancies and waves of layoffs.
Against this backdrop, maintaining a positive employer brand today is more important than ever.
Employee terminations are a fact of life in the workplace. Whether the termination is due to poor performance or layoffs, there is no easy way to deliver the bad news and it’s one of the most unpleasant responsibilities you will ever have as a manager.
by Anthony Paradiso and Todd Cohen
When faced with terminating an employee, it’s sometimes a struggle for employers to know the nuances of the Unemployment Insurance (UI) system. As they go through the complicated UI process, they should be sure they don’t make any of these employer mistakes:
You undoubtedly already have a set of procedures you follow at terminations. That’s good. You should.
But I’ve noticed over the years in many companies that at the point when the board or the CEO gets fed up with an executive and wants them terminated, even regular termination procedures are often abandoned. That’s not good. You shouldn’t!
Q: I found out that one of my employees is looking for another job. I’m disappointed and feel like I’ve lost trust in him. Can I fire him because he is looking?
On November 11, @shrmnextchat chatted with special guest Michael Jacobson (@HRTerminator) of Xpert HR about "Sexual Harassment: The Final Frontier of Workplace Gender Equality."
Updated daily, the HR News home page is your one-stop shop for the latest news and featured articles. This page compiles top staff-written and external news of general interest to HR, plus major stories in the HR Disciplines.
Experts Predict Record-Breaking H-1B Visa Demand
Visa lottery odds likely to be less than 50 percent
By Roy Maurer 2/20/2015
Earlier this week, I wrote about the issue of threats made via Facebook constitute constitutionally protected speech. Today’s post also is about threats made via Facebook but in the context of the workplace. The case, decided by the Court of Appeals of Ohio, is timed perfectly for my road trip tomorrow to Ohio.
As we all know, in EEO termination claims, how we treat the "comparators" is critical. Two (2) key questions:
Did you let anyone else go for a same or similar reason?
Did you not let someone else go even though they had engaged in same or similar conduct?
What do you do if you have an inconsistent practice historically?
The plaintiff is a Michigan lawyer. She was placed on the assignment list of the County Probate Court and, as a result, received several case assignments. She made a comment on Facebook about what she believed to be inefficiency at the Clerk’s Office at the Court in a particular case she was handling. She tagged two people in the post, mistakenly identifying them as employees at the Clerk’s Office.
Social media has become so popular on the web that it is now the single most common thing we do online.
Given that most employers provide internet access, you can bet that employees are using social media at work – for business and for pleasure – at a staggering rate.
While planned layoffs fell to their lowest level in three months in September, U.S.-based employers announced plans to reduce payrolls by 40,289, according to the latest report on monthly job cuts, released Oct. 3, 2013, by global outplacement consultancy Challenger, Gray & Christmas Inc. That figure represents a 20 percent drop from August but is 19 percent higher than the job cuts announced in September 2012. This is the fourth consecutive month in which job cutting was heavier than a year ago.
“Yes, it is legal,” said Eric Meyer, a partner at Philadelphia-based law firm Dilworth Paxson LLP and author of the online law blog “The Employer Handbook.” “Whether or not it is advisable depends on the circumstances.”