There are proper channels which an employer must go through to lawfully and tactfully let an employee go, and a Performance Improvement Plan is an essential part of this process.
Paperwork can be tedious, especially if you have to do it twice. But how important is the full rehire packet and are there any shortcuts we can take to save some time?
Each company has their own reasoning behind wanting their workers to use up their Paid Time Off, (PTO) but can they actually force you to take your vacation time?
Each time a new labor law is passed or rule approved, there’s typically some ominous warning from the Department of Labor about the dramatic $10k fines as a consequences of inaction or not remaining current. Could that really happen?
Office drama is something we’ve all dealt with in some form or another - but this situation was off the charts. We could have thrown up our hands and chalked it up to people behaving childish (they were), but the impacts were all too real and something had to change.
As neighbors with their own ballot initiative systems, OR and WA tend to inspire each other for progressive employment law street cred – and both States have been busy. Like Missile Command, there’s a whole lotta incoming, that will take additional effort on your part to manage.
While I don’t expect most of you to find $5,000 hidden in wasted meetings, most organizations with some exploration can find better ways to apply the precious resource of their employees and leadership. While meeting regularly isn’t bad or inherently wrong, going through the motions like you always have, is a hard habit to break – but one that should be broken regularly.
If you’re a business that hires employees, at some point you’ll be faced with the knowledge that a candidate has a criminal background. Many times, the candidate will self-disclose their offenses, explain their bad choices, and how they’ve been on a good path for a period of time. So what can you do when faced with this information?
Is it possible to classify an administrative assistant as an independent contractor so you can hire them for a 90-day try-out period? This might sound like a good idea, but the short answer is no, you cannot.
Because your employee handbook outlines your company's guidelines and policies, it's important that your employees sign off on having received their handbook. It demonstrates that not only did they receive it, but they are also responsible for knowing its contents. What happens when one of your employees refuses to sign the handbook though?