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“You’re fired.” Millions of people have watched the television show The Apprentice to hear Donald Trump say those words. Trump fires contestants because they have failed various competitions; however, because California is an at-will employment state, employers may fire an employee for any reason or no reason what-so-ever, right? The answer is “yes” and “no.”
We’ve all heard the real estate agent’s mantra, “location, location, location.” Human resource professionals and employment attorneys have a similar mantra, “documentation, documentation, documentation.” Why is documentation important for employers? Numerous discrimination lawsuits demonstrate the reason.
My mom is 72-years-old and still waiting tables at a local restaurant. My dad is 76-years-old and still puts in a few hours every day at the family’s bait and tackle store. Both plan to work until they are physically and/or mentally incapable of doing so. According to the U.S. Bureau of Labor Statistics, my parents are among the more than 6.9 million people aged 65 and older who are still working and, by every indication, don’t plan to quit any time soon.
If you’re going to dare someone to do something, you don’t get to cry foul if they do it. That’s the lesson a SkinSmart Dermatology employee learned the hard way in the latest example of things that employees post on Facebook that gets them fired.
The suicide of actor Robin Williams, who reportedly was suffering from severe depression, is a harsh reminder of how devastating the illness can be.
While Williams was certainly a unique individual, his battle with depression was not unique. Indeed, each year about 25 million U.S. adults experience major depressive disorder, according to the National Institute of Mental Disorders.
If you’re a fan of entertainment news, but don’t want to get caught reading People Magazine, here’s the latest along with some related HR information (because I see HR issues in everything).
After the firing of USC coach Steve Sarkisian in October, there was some discussion about whether his termination was lawful because he apparently has a drinking problem. Even if you’re not a football fan, the situation provides an excellent opportunity for employers to learn about alcoholism in the workplace.
In the article “Pros & Cons of a Time Clock in the Workplace” on https://smallbusiness.chron.com, the author states, “Employees who are required to punch a time clock are likely to believe that their employers do not trust them to accurately report their hours, and consequently they may feel that they are not sufficiently valued.” Maybe so; however, if you’re an employer who doesn’t require your hourly employees to clock in and
In customer service workshops that I conduct, I include information on how to effectively handle an angry customer. I’m knowledgeable about the subject because of research that I’ve done, and because I have at times been an angry customer and I know what did and did not work for those who tried to handle me.
Employers expect results from their employees. Employers can help to get those results by providing their employees with feedback on their performance. Feedback (both praise and constructive criticism) is imperative for an employee’s professional growth and ability to meet the employer’s expectations.
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