By Dana M. Muir
Managers in any respect degrees are regularly challenged to do extra with fewer staff, to encourage assorted teams of individuals, and to withstand tricky humans difficulties of their workforces. a big key to managers' luck is reaching those ambitions whereas holding themselves and their businesses from criminal legal responsibility. but a few in administration are inclined to blame criminal requisites for hindering development towards fixing difficulties. U.S. legislation, even if, offers managers with extensive discretion in lots of employment events and ordinarily is helping make sure that managers practice their crucial capabilities in a manner that's essentially reasonable whereas nonetheless helping corporation goals.A Manager's advisor to Employment legislation can assist managers make daily judgements on how most sensible to regulate their staff and deal with problems with felony legal responsibility. professional writer Dana Muir identifies the delicate and pointless errors managers make that reason felony complications and exhibits how turning into acquainted with easy rules of employment legislation will allow them to boost an inner compass to aid make the fitting judgements. each one bankruptcy specializes in felony options of huge software in modern office, offering genuine examples of difficulties managers face and delivering options for addressing these difficulties
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Additional info for A manager's guide to employment law: how to protect your company and yourself
An employer might ﬁnd itself embroiled in a wrongful termination lawsuit when it ﬁres an employee for a reason that on the surface does not violate any state law, but that in some way undercuts the policies being protected by state law. One recurring fact pattern involves employers who ﬁre employees for refusing to do something illegal. A trucker might refuse to drive an overweight load. An inspector in a food processing plant might refuse to approve a product that does not meet minimum safety standards.
Finally, some companies require a physical examination before a candidate can be hired. It is important to note that employers can require a physical exam only after the candidate has received a conditional job offer. All four types of preemployment testing can raise a variety of legal risks. Here, I will describe three kinds of concerns: privacy rights, nondiscrimination laws, and the speciﬁc prohibitions of the Americans with Disability Act. Privacy Rights Some types of preemployment testing raise issues of violations of privacy.
They seek outside advice from lawyers and other experts on how to minimize risks within the design and manufacturing parameters they establish. I encourage you to view employment-related issues similarly. No business can maximize its potential unless it can hire outstanding employees, motivate its workforce, and ﬁre incompetent employees. As you pursue excellence in your workforce, though, no one can guarantee that you will not be sued by a disgruntled job candidate, employee, or ex-employee. Nor can anyone promise that a weak lawsuit will not impose costs on your company in terms of time, money, or reputation.
A manager's guide to employment law: how to protect your company and yourself by Dana M. Muir