The cost of mental distress
Article Abstract:
Wrongful termination suits are increasing, and many of the suits claim mental distress and on-going mental impairment. Employees bringing these types of suits typically build cases based on such factors as how they responded to job loss and identifying stress levels brought on by job loss. Personnel managers building a defense against mental impairment claims should: obtain as much data as possible concerning a plaintiff's behavior and activities subsequent to termination. Information from bank statements and credit cards can also reveal whether a plaintiff is leading a reclusive or active lifestyle to substantiate claims. Additionally, information can be gleaned from neighbors and co-workers, as well as medical records if hospitalization occurs as a result of termination.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1989
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Contract disclaimers in policy documents
Article Abstract:
Employers who want to prevent employee handbooks from providing contractual employment rights must use clear, conspicuous, concise, and readily understood language in confirming employee at-will status. US courts have substantially eroded the traditional view that employment is to be considered at-will unless a specific contractual agreement exists. At-will language should appear in all relevant personnel policy documents. The employer should keep evidence that all employees are provided with at-will descriptions or disclaimers. Several court decisions on contract disclaimers in policy documents are reviewed.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1987
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