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Special Report on

Legal, Ethical Employment Termination

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A reader asks an interesting question. Do any of you have a different point of view, knowledge of trends, or the experience of rehiring an employee you fired? Please post in "comments." Question: "I am looking for your point of view on trends from the employers' perspective to rehire someone whom they fired. Do you have any posts or details on this subject? Specifically, are employers concerned that there would be resentment on the employees' part, the psychological aspect of it? The internal politics with employees and how the employer would be 'viewed' rehiring a fired employee? Is this a ...
The Recruiters Lounge » At Will Employment and How to File a ...
Most employees are hired according to what is called an “at-will” basis. This means that the employer may terminate the employment for nearly any reason so long as it is not illegal. Conversely, this also means that the employee may quit their job at their own discretion for any legitimate reason. At will employment provides both the employer and the employee a great deal of freedom and mobility to adapt to the ever-changing job market. The majority of states assume that employment is on an at-will basis if a valid employment contract does not exist between employer and employee. Given the very few restrictions ... market research, surveys and trends
Moonhowlings » Corey Stewart Waves a Red Flag in Front of the Feds
Corey Stewart apparently is hollering ‘Bring it ON!’ to the feds, specifically to DOJ regarding state and municipality created laws involving  immigration. He seems to be running a one-man campaign to enact laws similar to those due to go into effect July 28, 2010 in Arizona, after dissing local state legislators.  Yesterday, the Washington Post printed the following: If anything, said Stewart (R-At Large), he will push harder to get legislation passed at the state level that would enhance police officials’ power to capture, detain and deport illegal immigrants and create specific Virginia penalties for illegal ... market research, surveys and trends


Legal and Ethical Implications of Corporate Social Networks
Facebook jumped ahead of Google by claiming 7.07 percent ... only 140 characters at a time, has stabilized to roughly 20 million users (Gross 2010). ... wish to maintain OSN sites by addressing the various legal and ethical questions they may ...... Employment termination for employee blogging: number one ... industry trends, business articles and survey research
Ethical and Legal Issues for the Information Systems Professional
all network access upon notice of termination of employment is most .... months of 2005, and this figure represented a nine percent decrease from the same ... “ Y2K” and will cost as much as $2.5 billion. The rule of thumb has been an ... industry trends, business articles and survey research
Appellant attorney challenges the district court's grant of summary judgment dismissing her claim for discriminatory discharge by respondent law firm. Appellant argues that respondent (1) discriminated on the basis of age and gender; (2) defamed her; and (3) breached an implied-in-fact contract. We affirm. Respondent Kosieradzki Smith Law Firm hired appellant Pamela Spera initially as a contract attorney and then, in October 2004, as an associate. The firm terminated her employment in August 2006. When hired as an associate, Spera was 47 years old, had several years of legal experience, and had a strong resume. The firm was ... market trends, news research and surveys resources
This case arises out of a wrongful termination lawsuit by the Plaintiff, Terrence Shaughnessy, who complains that his former employer, The Interpublic Group of Companies, Inc. ("IPG"), retaliated against him for having reported a supervisor's unlawful conduct. On April 23, 2010, the IPG filed a motion to dismiss the complaint because, in its opinion, Shaughnessy had failed to state a viable cause of action under the law, citing to Federal Rules of Civil Procedure 8, 12(b)(6), and the new pleading standards as set forth in Bell Atlantic Corp. v. Twombly, 550 U.S. 544 (2007) and Ashcroft v. Iqbal, 129 S.Ct. 1937 ... market trends, news research and surveys resources


The Legal, Ethical, and Managerial Implications of the Neutral ...
employment was terminated even if the reason for termination is false, ... In short, employers have a legal, ethical, and managerial duty to speak when ... technology research, surveys study and trend statistics
302mad - Legal and Ethical Considerations in Evaluating Contractor ...
Legal and Ethical Considerations in Evaluating Contractor Performance ... termination of employment. Whether couched as dereliction of duty, or failure to ... technology research, surveys study and trend statistics
ITS Onyen Policy | UNC-Chapel Hill Help and Support
The Onyen is what used to be called the ITS UserID. "Onyen" stands for the "Only Name You'll Ever Need" and will eventually replace all campus login names. ITS grants one Onyen per person for access to a variety of University services. Visit the Onyen web page for further information. UNC requires that people creating and using an Onyen have an active personal identification (PID) number. The procedure for activating a PID is located at the PID Office . Individuals that are affiliated in one or more of the following categories may obtain an active PID: Students enrolled at UNC-CH Full-time or Temporary Employees of UNC-CH
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Human Resources: PIP, performance improvement plan, interpersonal ...
I can answer questions pertaining to Compensation, Health Benefits, Retirement Plans, Payroll,Payroll taxes, Employee selection, Employee Termination, Training, and Employee Incentives. I have offices in U.S., Canada, UK, South Africa,Australia and NZ. I am most confident in the U.S. and Canadian but have knowledge of the internationals. I do not have extensive knowledge of South Africa, Australia and New Zealand. I do have some Human Resource Knowledge in those areas. Please do not ask me homework questions, I do not have time to answer them. Experience I currently hold both the U.S. and Canadian Payroll Certifications. I ...
"The choice." Please, share your thoughts from an ethical and ...
Norman Grosman, answers the Workopolis question: Can you "resign" after being fired where he discusses his thoughts on the practice of a company offering "a choice" to an employee of "resigning" rather than being "terminated." His answer fails to identify the ethical issues raised by offering this choice to an employee and it is portrayed as rational and potentially "advantageous." Frankly, all should pass on "the choice." Although Norman does allow that terminated employees should consider that it may be in the company's benefit to allow this choice, he fails to document the key evidential characteristics of such a ...