It's not your fault

Article Abstract:

Workers who voluntarily resign from work or are dismissed from employment can file a lawsuit against employers who deny them unemployment compensation and win their case. This becomes possible when companies neglect basic standard operating procedure in personnel management. Records about employees' violations of company rules must be kept. In cases wherein the employers are asked to appear in court, they must attend the hearing and present concrete evidence that the resigned or dismissed worker is not eligible for unemployment benefits. Companies can save a lot in benefits payments by following this simple procedure.

Analysis, Unemployment insurance

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Separation anxiety

Article Abstract:

Employers dismissing an employee can avoid the risk of being sued for discrimination by linking severance pay to the signing of a written agreement waiving the employee's rights to sue the company. As well as providing the former employee with more than the minimum compensation entitlement, employers should make sure that the agreement is written in plain English and that the employee fully understands the rights being waived. Employees should be told to obtain legal advice and be given time to consider the agreement before signing it as well as the opportunity to revoke it within a week of signature.

Methods, Laws, regulations and rules, Employee dismissals, Employment terminations, Employment at will, Severance pay

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When a stranger calls

Article Abstract:

Small business owners who are asked to furnish job references for former difficult employees are concerned about incurring defamation lawsuits. There is legal protection for former employers providing critical references to prospective employers. Being aware of conditions that could give rise to a defamation suit is helpful in circumventing one. Giving honest references is the primary precaution in sidestepping legal trouble. Other measures are enumerated.

Management, Employment, Problem employees, Employment references

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