Employees quit their jobs for various reasons — career advancement, higher salaries, increased benefits, better commute and more opportunities.
And you know what they say: the grass isn’t always greener on the other side, and sometimes you’ll find an employee that wants to come back “home.”
As an employer, you have to decide whether or not you want to rehire this “boomerang employee.” There are certainly advantages to rehiring a former worker, but there are disadvantages to consider as well. Read more…
By Mark R. Waterfill
Would you rather get your teeth drilled or fire that problem employee?
It is easily the most painful part of the employment process. The case law of employment claims is ripe with horrible stories of terminations gone wrong.
Here are some guidelines which can help to make the tooth drilling process a little easier — both for you and the terminated individual: Read more…
The exit interview process is much like most organization’s employee referral process.
You believe you should have a process. You design the process. It’s going to be great! It starts out great. At some point, soon after starting the process, it dies a slow horrible death!
Exit interviews are something every HR pro believes are important, but very few actually do a great job at. The problem with most exit interview processes is that they are very HR dependent and take a ton of follow through. Read more…
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…