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- Type:
- Leading Practice Guides
Leading practice guidance discussing managing disciplinary issues, including establishing a disciplinary procedure, conducting an investigation, conducting disciplinary interviews and determining the discipline to impose.
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- Type:
- Leading Practice Guides
Leading practice guidance discussing disciplinary interviews, including setting up and preparing for the interview, questioning techniques, listening skills and deciding the outcome of the interview.
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- Type:
- How To
This How To details the steps a prudent employer should take to correct an attendance problem.
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- Type:
- How To
Employee tardiness should be addressed by supervisors and management in a serious and professional manner. Management should follow the steps in this How To when dealing with any employee who is habitually late before that employee's tardiness escalates into a larger issue for the employer.
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- Type:
- Tasks
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- Type:
- Checklists
This checklist may be used to help an employer determine the necessary steps and proper process in terminating an at-will employee for misconduct.
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- Type:
- Letters and Forms
An employer may use this letter to notify employees of the behaviors that will constitute misconduct. This letter also serves to inform employees of the terms of a progressive disciplinary policy.
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- Type:
- Checklists
This checklist may be used to ensure proper steps are taken when identifying employees in a Reduction in Force (RIF) and in determining if the employer must comply with the strict provisions of the WARN Act.
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- Type:
- Tasks
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- Type:
- How To
The employment at-will doctrine, accepted by nearly all 50 states, provides that either party may terminate the employment relationship at any time, for any reason. However, agencies, judges and juries in federal and state courts all expect employers to behave rationally and have a good explanation for their termination decisions. This How To assists an employer with terminating an at-will employee for misconduct.