search.noResults

search.searching

note.createNoteMessage

search.noResults

search.searching

orderForm.title

orderForm.productCode
orderForm.description
orderForm.quantity
orderForm.itemPrice
orderForm.price
orderForm.totalPrice
orderForm.deliveryDetails.billingAddress
orderForm.deliveryDetails.deliveryAddress
orderForm.noItems
Spring 2017


Performance Appraisals Train your evaluators to be fair but firm. A common mistake is to give above average ratings to marginal employees who have a history of ignoring or flouting policies. Stagger evaluation deadlines so that your supervisors do not have large numbers of appraisals due on the same date. Too many due on one day can lead to overinflated evaluations which make it hard to defend a wrongful termination charge later. All ap- praisals should be signed and dated by your employees. This prevents them from exaggerating in court about how they were “always” praised by their supervisors and how they were “shocked” that they did not get a raise or the promotion they felt they deserved.


Never Fire on the Spot Make sure you have all the necessary facts before you terminate an employee for misconduct. The longer an employee has worked for your agency the more sympathy he or she may garner from a jury. Getting all of the facts on the front end can increase your odds of a favorable outcome. If you have any doubt at all, contact an experienced labor and employment lawyer to discuss the decision. Be specific when giving the reasons for an employee’s discharge. If you have three reasons, put all three reasons in writing. Juries do not want to hear about additional reasons for adverse employment actions which were never given to the employee at the time of termination.


While an employer cannot prevent every lawsuit, employers who take proactive measures often prevail. ###


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36