The
3 most costly mistakes with problem employees. Separation notice
help.
Whether you are firing your problem employee or laying off workers
because of downsizing, you must give each worker a formal separation
notice. It is a crucial part of the termination process. And while
every termination is different, all separation notices should follow
a similar format. This is not to say you do not have to tailor each
separation notice, you do. But you can use a basic template and change
it depending on your circumstances.
What a Separation Notice should contain
First, a separation notice should have basic employee information.
You should include the employee's name and social security number.
Then list the dates the employee started work and date last worked
and the reason that they were separated from employment. Be careful
when giving reasons for termination. Get rid of any discriminatory
language or unprofessional wording.
You must make sure your employee clearly understands the reasons
for the separation. Also you must have documented evidence to support
those reasons. If you have collected this information properly, the
employee will not be surprised by his or her current predicament.
Finally there should be an area for both you and the employee to
sign off on the separation notice. This gives you legal evidence
the employee knew why you were letting him or her go.
Needing
to separate an employee from your company? This is how I terminate.
Sexual Harassment in the Workplace According to the EEOC, 40% of all working women claim to have been sexually harassed at some point in their career. Obviously, sexual harassment, although deemed as taboo and obviously inappropriate behavior, occurs more often than we perceive it to be.
If you or anyone you know has been sexually harassed in the workplace, the first step is to come forward with it. Report to your supervisor, employer, or to the human resources department. Many victims of sexual harassment are afraid to come forward because they fear they will lose their job, won’t get support from their boss, or be labeled as a tattletale. Unfortunately, many women make the mistake of keeping mum about these events, which only causes them stress, anxiety, and other emotional feelings that could affect their performance in the workplace.
First, make sure you know what kind of harassment you were exposed to. Some examples are being the subject of or being told sexual jokes, being stared at in a malicious manner, cat calls/whistles, offensive, derogatory and pornographic materials displayed before you, being cornered or blocked/followed all the time, being pressures for sexual activities, or being sexually assaulted.
However, there are other events that are not considered as sexual harassment. Mutual flirting, having consensual sexual relations, and display affection between friends (as long as both are comfortable with their actions) are not considered sexual harassment.
When you have reported to your employer, he must be able to give you options on how to go about your case. Your company might have a policy for sexual harassment cases, and this must be made clear to you and your harasser (If you are an employer and do not have any sexual harassment policies at your company, establish one now. A zero-tolerance sexual harassment policy keeps you, your employees, and your company’s reputation safe.)
While you are no way required by law to meet with your harasser, it is best to settle with the harasser with a mediator (the mediator should often be the boss). Make your employer talk to your harasser, and, if you do not intend to communicate with your harasser, make your employer report back to you.
Make sure to keep records of all contacts you’ve had not only with your harasser, but also with your employer. Records pertaining to your harasser (log in the date of the harassment, place, and time) is important evidence that the event happened. As for the records of your employer, if you feel that your boss is not taking your case seriously, you can also present evidence of why you think so.
If you believe your case deserves more attention, contact a lawyer.
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Needing
to separate an employee from your company? This is how I terminate.
Employee Benefits
Does employee benefit administration have you more confused than ever? If so, it's no wonder. Even a simple employee benefit plan can create mounds of paperwork and management problems for businesses. To make matters worse, it has become increasingly difficult for businesses to compete in today's labor market without offering an employee benefit program of some kind. Most employees today expect full employee benefits and many believe they should receive benefits equivalent to a federal employee benefit program. Even employees that work for minimum wage commonly expect to receive employee benefits similar to the Wal Mart employee benefit program. Whether you like it or not, employee benefi. . .
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