Terminate with dignity minimizing pain when employment ends
Remember to keep the human in human resources and take this advice if you want to keep your terminations clean, succinct and lawsuit-free.
Sheryl Jaffee Halpern
NLRB offers long-awaited guidance on social media
A summary of the National Labor Relations Boards nine most important principles of workplace social media policies.
NLRB offers long-awaited guidance on social media policies
There are only very particular ways companies can restrict employees discussions on social media even factually inaccurate comments about workplace conditions are protected. The National Labor Relations Board recently laid down some guidelines for employers.
When an employee threatens violence, what’s an employer to do?
Although employers should proactively strive to create and maintain a safe work environment, no amount of preparation is guaranteed to prevent conflicts. In the unfortunate event that a credible threat of violence arises, established protocols and awareness can help address the issues promptly in an effort to protect everyone's safety.
Exercise caution when considering use of arrest or conviction records in employment decisions
A couple months ago, a client's management team asked whether I agreed with their existing practice of automatically excluding from consideration for employment all candidates with criminal records. I advised them that I could not bless such a blanket disqualification, and I counseled them about how to modify their practice going forward.
National Labor Relations Board offers guidance for all employers on offensive posts and social media policies
While it is well known that the National Labor Relations Board governs issues involving unions and unionized employers, it also protects employees' rights to engage in "protected concerted activities," defined as two or more employees conferring or taking action for their mutual aid or protection regarding terms and conditions of employment. It does not matter if the employees are unionized. If an employer disciplines or discharges an employee for engaging in such activities, it may