Skills >> Browse Articles >> Tools and Policies
Employee Discipline “Just Cause” Checklist
Featured Author:
What Every Business Manager & HR Professional Should Know About Federal Labor And Employment Laws
What Every Business Manager And HR Professional Should Know About Federal Labor And Employment Laws", co-authored by Messer’s Louis P. DiLorenzo and Sheldon I London, goes a long way in providing a complete, single-source guide on federal employment laws. This one-volume book has everything you need to know – all in one place.
The book is aimed at employers, business managers, HR professionals, just about anyone who has employees, as well as students majoring in human resource and labor relations. The authors say, “We did not write this book to replace having a lawyer, but rather to provide information to help professionals better interact with outside counsel and build positive work environments.”
Each of the 18 chapters focuses on particular aspects of federal labor and employment law. In addition, the book has numerous Q & A sections and special callouts that address issues HR managers face every day. This book is applicable to both large and small organizations. Large corporations will find it a great resource for training HR and management staffs, while smaller companies (who have an HR manager wearing many hats) will find it to be reference that lets them “get their arms around” a very difficult subject.
Buy a copy here.
March 14, 2008
Before deciding to discipline or discharge an employee, employers should ask themselves the following seven questions:
1. Notice: Did the Employer put the employee on notice of the rule and the possible consequences for violating the rule?
2. Reasonableness: Was the Employer’s rule or work order reasonably related to the orderly, efficient and safe operation of the business, and the performance that the Employer might properly expect of the employee?
3. Investigation: Did the Employer, before imposing discipline, make an effort to discover whether the employee did in fact violate a rule or commit misconduct? Did the employer confront the employee and obtain “their story”?
4. Fair & Objective: Was the Employer’s investigation conducted fairly and objectively?
5. Proof: Did the investigation produce substantial evidence that the employee was guilty of misconduct?
Information courtesy of What Every Business Manager and HR Professional Should Know About Federal Labor and Employment Laws
