Rules for Final Paycheck Vary by State

When an employee quits their job voluntarily or is terminated involuntarily by their employer, it is important for an employer to know the rules regarding any final wages owed to the employee.

Each state’s wage and hour laws determine when and how the final payments are made. Many states have different rules for voluntary resignations and involuntary terminations. For example, some states require a check to be given at the time of termination when the termination is involuntary  but don’t require final payment to be paid to an employee who is voluntarily quitting until the next regularly scheduled pay date. Continue reading

Top 13 Common Firing Mistakes Made by Managers

Firing an employee is never an easy task, however there are certain mistakes you can make which can land your company in hot water.  Read the list below of 13 of the most common mistakes managers make when terminating an employee. Continue reading

Don’t Let Progressive Discipline Bind You

Most employers use only three choices when it comes to dealing with problem employees: oral warning, written warning (as in, “I’m writing you up!”) and firing.

But there’s a better approach.  Arm yourself and all managers and supervisors with a progressive discipline procedure – including seven choices.

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A Manager’s Guide to Employee Documentation

It can not be stressed enough how important it is to have thorough documentation in an employee’s file, especially prior to an involuntary termination.  You may have heard before, “If it isn’t in writing, it didn’t happen” and this is often true when it comes to lawsuits for alleged discrimination, wrongful termination, etc.

The problem is, a lot of managers don’t know how to document, or even worse – what to document.

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You’re Fired! Not so fast! Know the Risks Associated with Terminating an Employee for Poor Performance

It’s a common scenario: you hire an employee for a position and after their training period they continuously make mistakes and do not meet your performance expectations. The poor performance could be for a number of reasons: they need further training, they have personal distractions keeping them from performing up to par, or maybe they’re just not the right person for the position at your company.  So you decide to terminate their employment and find a new employee to take over their job responsibilities.  Without proper documentation to support your termination, you could be facing a number of potential liabilities.

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Disciplining Employees: Give Yourself Options

1335487_37656685Disciplining an employee isn’t limited to the traditional three choices:  verbal warning, written warning, and firing.  When you must deal with a difficult employee, you need to give yourself the flexibility of these six choices:

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Before You Terminate — READ THIS!

traffic-sign-160659_1280When it comes to employee terminations, managers often make decisions based on emotion.  An employee comes in late, and you’ve had it, so you want to fire her.  While that might be allowable, it’s not always advisable, and can result in lawsuits.  What if, for example, the employee was late because she was a victim of domestic violence? Or, you didn’t fire that employee who was late for the umpteenth time last week.  These and many other factors could gain the employee protection under the law.  Let’s take a look at steps you can go through to protect your company when making termination decisions.

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