By Eric B. Meyer
Remember that Americans with Disabilities Act case involving Walgreens and the $1.39 bag of chips?
In that one, the store appeared to really step in it by firing a diabetic who ate a bag of chips from the store without paying for it. The employee claimed that she needed the chips for her diabetes. The store defended its actions by arguing that the employee violated its no-grazing policy.
Some $180,000 later, that case was settled.
I don’t know how much the chicken poppers sell for at Wal-Mart. And the recent case involving the company’s no-grazing policy didn’t settle either. Read more…
“Surround yourself with the best people you can find, delegate authority, and don’t interfere as long as the policy you’ve decided upon is being carried out.” — President Ronald Reagan
As a leader, you know you must delegate many of the tasks for which you’re ultimately responsible, if you’re to be successful in meeting your goals.
You know you can’t do it all yourself. Typically, under-delegation is more common than over-delegation, and most leaders should give more away.
That said, there are some things leaders should never delegate. Read more…
The exit interview — Has it become one of those going through the motions actions in your organization? –just another box to check off in a folder before you give the latest employee the old heave-ho?
It shouldn’t be. Despite their inherent awkwardness, exit interviews are becoming even more common (due to the shortening duration of most employee relationships) and can be very valuable from a risk management standpoint (not to mention keeping your brand as intact as possible during layoffs, terminations and difficult transitions).
Although exit interviews represent several opportunities for both parties, exiting employees are very often reluctant to divulge honest information about their experience with the organization. Read more…
While most employers would hope to avoid terminating employees, it’s a reality for most at some point.
Whether the business needs to make the decision for financial reasons, or because of performance issues, any termination needs to be handled appropriately to avoid potentially costly consequences.
We are living in an increasingly litigious society, where it has become easier, and seemingly more popular to sue. Even if a lawsuit is not filed, an ex-employee reporting their termination to the EEOC or department of labor could end up being more costly to the business, if found at fault for wrongful termination or discrimination. Read more…
By Eric B. Meyer
File this under: Duh!
Let’s assume that you have an employee who commits a terminable offense. For example, in Martins v. Rhode Island Hospital, surveillance cameras and the Hospital’s employee ID swipe system suggested that Martins left work for approximately four hours and, later, he could not account for his whereabouts.
So, you schedule a termination meeting, which is exactly what the Hospital did with Martins. However, at the meeting, Martins told the Hospital that he suffers from bipolar disorder. Read more…
At first, Mindy appeared like she was going to be a great fit.
She had a solid track record. She interviewed well. All her references checked out.
But she’s completed her training six (6) months ago and, for whatever reason, she’s performing well below your expectations.
It cost you/your organization a pretty penny to get her this far. And don’t forget, you made the choice to hire her, and your reputation as a good judge of talent is hanging out there for all to see. Read more…
“This is not good. One of the guys on the marketing team I work with just got fired. OMG, they just fired another one. It is just crazy around here now.”
As I read the text messages, I could feel the tension that must have permeated this workplace.
The text was from someone who had been in the world of work for four years out of college. This situation with them went on for two days, and as I got the blow-by-blow, it felt like being in a war zone. Read more…
Regular readers of my semi-regular Friday posts know that I sometimes mention The New York Times’ You’re the Boss blog because I often find it to be the source of great insight into talent management and HR.
What I like most is how You’re the Boss reduces issues that just about everyone deals with in organizations of all sizes to bite-sized specifics that are applicable to just about anyone managing people just about anywhere.
Here’s a case in point, and just the headline of the blog post sucks you into it — What I Learned From Firing My Employee of 20 Years. Read more…