Terminations

Target to cut 1,400 HQ jobs, employees email complaints

04/13/2015

Target, the country’s third largest retailer, has announced it will cut 1,400 jobs from its Twin Cities’ headquarters. Falling sales, losses from an unsuccessful expansion into Canada and last year’s massive data breach have been cited as reasons for the downsizing.

Employee has to miss work for jury duty: Am I allowed to terminate him?

04/13/2015

Q. One of my employees has informed me that she received a jury duty summons and must be absent from work to serve. Can I discharge my employee for being absent from work while serving as a juror?

Fire away if employee says bullet ‘has your name on it’

04/09/2015

To prevent violence at work, many employers prohibit even indirect threats. That’s perfectly legal.

Accepting suspension doesn’t equal admission of guilt

04/01/2015

Employees who lose their jobs because of willful misconduct aren’t eligible for unemployment benefits. But whether misconduct occurred can be called into question by any agreement the employer and employee may have signed calling for a suspension instead of termination.

Think long and hard before firing harassment victim for fighting back

04/01/2015

Sometimes, an employee may feel as if she has no viable option except to fight back against a bully or harasser. That puts you, as the employer, in a difficult spot. Do you launch a full-scale investigation, try to sort out which employee is telling the truth and then fire the one you believe most culpable? If that’s the employee who physically struck the other, you may be making the wrong choice.

Document who made firing decision … and why

03/30/2015

Courts want to know exactly who decided the employee should be terminated, as well as the rationale.

When terminating public-sector employees, be careful how you announce their departure

03/11/2015

Government workers have more protections than other employees when it comes to termination. For example, if a public employee is falsely charged with some form of misconduct, she may have a lawsuit. By all means, resist the temptation to make an example out of the fired employee.

Establish clear record of who made termination decision and why employee had to go

03/10/2015

Courts don’t like conflicting reasons for termination, or confusion over who made the decision. They want to know exactly who decided the employee should be terminated and why. Create a clear who-and-why record before you fire.

Performance nose-dives right after notice is given–is it OK to fire?

03/10/2015

Q. One of our employees gave us a two-week notice, and is now noticeably slacking off. Can we let him go before the two-week period is up?

More than one reason to terminate? Be sure to carefully document your rationale

03/09/2015

While there’s no requirement to provide a specific discharge reason, you should be ready to document the rationale behind the decision. Note each reason you considered when making the case for termination. You will need that documentation if the employee sues.