A manager's guide to employment law : how to protect your by Dana M. Muir PDF
By Dana M. Muir
Managers in any respect degrees are regularly challenged to do extra with fewer staff, to inspire varied teams of individuals, and to withstand tricky humans difficulties of their workforces. an immense key to managers' good fortune is achieving those objectives whereas conserving themselves and their businesses from criminal legal responsibility. but a few in administration are inclined to blame felony standards for hindering development towards fixing difficulties. U.S. legislation, despite the fact that, offers managers with large discretion in lots of employment occasions and regularly is helping make sure that managers practice their crucial capabilities in a fashion that's essentially reasonable whereas nonetheless aiding corporation pursuits.
A Manager's advisor to Employment Law might help managers make daily judgements on how top to regulate their staff and deal with problems with criminal legal responsibility. specialist writer Dana Muir identifies the sophisticated and pointless errors managers make that reason criminal complications and exhibits how turning into acquainted with uncomplicated ideas of employment legislations will permit them to enhance an inner compass to assist make definitely the right judgements. each one bankruptcy specializes in criminal strategies of extensive software in trendy office, offering actual examples of difficulties managers face and supplying innovations for addressing these problems.
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Extra resources for A manager's guide to employment law : how to protect your company and yourself
One last time, consider the opening situation with Wendy. Upon learning of Wendy’s involvement in the Web site, as Wendy’s manager you have three options. First, you can be so fearful of an employment lawsuit that you decide to take no action at all. Second, you can react immediately and ﬁre Wendy. Each of these actions reﬂects an extreme position and poses risk for you as a manager. In the ﬁrst instance, you may confront serious problems from concerned parents of other children counseled by Wendy, the possibility of negative publicity for the counseling program, and even potential harm to the children if the children’s access to the Web site somehow undercuts Wendy’s effectiveness as a counselor.
The contingent fee system makes it relatively easy for a disgruntled worker or job applicant to sue without having the money in hand to pay a lawyer. Many managers object to this system because it means that individuals take very little risk in suing a company for an employment-related claim, particularly if they were not hired at that company or have been ﬁred. On the other hand, supporters of the contingent fee system argue that it plays an important role in ensuring that people in the United States have access to the legal system.
The good news for you as a manager is that the concept of employment-at-will applies to hiring and promoting employees. You are legally entitled to select an employee for any reason at all, even a lousy or arbitrary reason, so long as your choice is not affected by an illegal consideration. Of course, like Kevin, most managers are anxious to hire the best possible employee. As you will see, being aware of potential legal risks can actually help you achieve that result. ■ Fact or Fallacy? ■ 1. Job descriptions should be as general as possible to maintain management ﬂexibility in assigning work.
A manager's guide to employment law : how to protect your company and yourself by Dana M. Muir