ate and set new goals towards earning a bonus or meeting goals at work next year. It is also a time when companies must reassess their relationship with employees that fail to meet the required production or sales quota for the year. Employers must decide how they will help employees reach the quota in the coming year or whether they will ter- minate the underperforming employee.
If an employer does choose to ter- minate the employee, then they should document the reasons for the termina- tion in order to help protect companies from liability if an employee decides to sue for discrimination. Once you have documented the reasons you should schedule the meeting with the employ- ee and begin the termination process.
Conclusion The above are just several examples of the types of policies that should be up- dated and revised as needed on a reg-
About the Author
Richard D. Alaniz has been at the forefront of labor and employment law for over thirty years, including stints with the U.S. Department of Labor and the National Labor Relations Board. Rick is a prolific writer on labor and employment law and conducts frequent seminars to client companies and trade
associations
across the country. Questions about this article, or requests to subscribe to receive Rick’s monthly articles, can be addressed to Rick at (281) 381-2219 or
ralaniz@alaniz-schraeder.com.
ular basis. If you provide your hand- book in electronic form, not only is it easier to update, but it obviously elim- inates the cost of printing a document that may require revision months later due to a regulatory change. However,
whether in printed or electronic form, having in effect an updated and thor- ough employee handbook should be among every employers’ New Year’s resolutions.
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