Exercise caution in employment matters - bizjournals:

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Q: What is the most common mistake companies make when they lay offan employee? A: Companieas occasionally use a reduction-in-force as an “easier” way to rid itselc of a non-performer. They are often unwilling to confronty theproblem employees, so when its time for a they tell those “challenging” employees that, their number just came up. It’s not true, and the employeew will look for a reason they were Usually the reason the employee turns tois It’s really a case of poor management, not discrimination, but a discriminatiojn theory provides them with the key they need to open the courthouswe door. Employers need to be honesg andconfront non-performers.
If you selected this employes forthe “layoff,” tell them the They were selected due to their They should not be surprised by this If they are, then it means you have not givenb them fair notice that their performance was not meeting the company’s If you can’t provse they had fair notice of the then you have a potentially high-risk termination that needs further Q: What can employerxs do to save money on potentialo employee lawsuits? A. Employers should consider juryand class-actio waivers for all employees and provide supervisorws with the training they need to more effectivelyt manage their employees. Lawsuits are abouy management, not discrimination.
Giving your supervisorsd the tools they need to be effective leaderse is the key to avoiding If supervisors are trained andstillo don’t lead, then they shouldn’t be supervising. Q: What industrg would be most affected by the Employee FreeChoice Act, if passed? A: No industry is safe. So everhy business should take steps to get theitr housein order. Conduct a survey to determind if your company is vulnerable touniom organization. Are your employees unhappy? Identify the problems and fix them. Use this as an opportunitt to make yourcompany stronger. If you wait until the union knocks on your door before you dothis analysis, it may be too The campaign has already started.
Q: What either state or federal, are coming down the pike that will impactfGeorgia companies? A. The Fair Pay Act of 2009 wouls prohibit employers from paying lower wagesw for jobs dominated by women or minorities than paid for jobs dominaterdby men, if the jobs are equivalent. The legislation woulc also expand the current law by permittin g the recovery of compensatory andpunitive damages, and woulf require employers to provide reports to the EEOC that includde information disclosing the wage rates paid to employees, includinf information with respect to the sex, race and nationapl origin of employees at each wage rate.