Goverment of employee (the staff) in a modern organization (примерная, можно по-другому обозначить, но смысл должен быть такой)

I n addition, if your company has made a habit of providing severance packages to former employees, you should continue this policy and provide severance to those you fire now. I f I am called by another employer about a former employee that I fired, what should I tell them? T his is really a judgment call that is up to you. I f you were forced to fire a great employee due to budget constraints, then by all means you should give that former employee a great reference if a new employer calls you.

O n the other hand, if you do not feel as though the person deserves a good reference, then you are under no obligation to give a one. H owever, this is not to say that you should hold a personal grudge and tell the new employer that your former employee was the laziest person in the world. I nstead, try to go by the «less is more» theory. I

f a prospective employer calls you, tell them that you are only able to provide the dates of employment and nothing else. I f you do decide to complain about a former employee, you could open yourself to a defamation lawsuit. I think that my company may be employing a dangerous employee. A m I risking a lawsuit by not firing him/her?

T here are a number of states where you could be opening up your company to potential lawsuits and liability if you are currently employing a dangerous employee. I f you do not take reasonable steps to screen your employees, you could be liable for «negligent hiring.» For example, if you hire a delivery driver and fail to check their driving record that contains 5 DUI convictions, your company could be liable if the driver gets drunk while on the job and causes an accident. I

n addition, if you find out that one of your current employees is a danger and you decide to keep him/her onboard, you could be sued for «negligent retention.» Am I in the right if I fire an employee for making a false complaint about my company’s billing practices to a government agency? T his is a tricky situation that brings up «whistleblower» laws. T hese laws are designed to protect employees that expose their employers' misconduct, non-compliance with health and safety codes, fraud or financial mismanagement.

G enerally speaking, whistleblower laws will protect an employee that reports their employer, so long as the employee had an honest and good intention. Y our company may get in trouble for firing an employee that made a good faith, although incorrect, report to a government agency.

H owever, if an employee «blows the whistle» on their employer with a bad intention (not believing the report is true), then you are free to fire them if you wish. T his is because the whistleblower laws are not designed to protect employees that simply want to stir up trouble for their employer. T

he Age Discrimination in Employment Act (ADEA)prohibits employment discrimination based on age. F or purposes of this statute, age is defined as forty years of age or older. T

hus, under the ADEA, an employer could refuse to hire you because you are twenty-five years old. H owever, some state laws prohibiting age discrimination have a broader definition of the protected class. For example, Oregon prohibits age discrimination against anyone eighteen years of age or older, while Michigan has no specific age limits. The Fair Labor Standards Act (FLSA) establishes minimum wage and overtime standards for employees, and regulates child labor.

4. Prohibition of StrikesAnd of course we must say a few words about prohibitions of strikes. There are some points to this paragraph:

1. No public employee or employee organization shall engage in a strike, and no public employee or employee organization shall cause, instigate, encourage, or condone a strike. 2. V iolations and penalties; presumption; prohibition against consent to strike; determination; notice; probation; payroll deductions; objections; and restoration. V iolations and penalties. A public employee shall violate this subdivision by engaging in a strike or violating paragraph © of this subdivision and shall be liable as provided in this subdivision pursuant to the procedures contained herein.

I n addition, any public employee who violates subdivision one of this section may be subject to removal or other disciplinary action provided by law for misconduct. P resumption.

F or purposes of this subdivision an employee who is absent from work without permission, or who abstains wholly or in part from the full performance of his duties in his normal manner without permission, on the date or dates when a strike occurs, shall be presumed to have engaged in such strike on such date or dates. P rohibition against consent to strike. N

o person exercising on behalf of any public employer any authority, supervision or direction over any public employee shall have the power to authorize, approve, condone or consent to a strike, or the engaging in a strike, by one or more public employees, and such person shall not authorize, approve, condone or consent to such strike or engagement. D etermination. I n the event that it appears that a violation of this subdivision may have occurred, the chief executive officer of the government involved shall, on the basis of such investigation and affidavits as he may deem appropriate, determine whether or not such violation has occurred and the date or dates of such violation. I f the chief executive officer determines that such violation has occurred, he shall further determine, on the basis of such further investigation and affidavits as he may deem appropriate, the names of employees who committed such violation and the date or dates thereof.

S uch determination shall not be deemed to be final until the completion of the procedures provided for in this subdivision. N otice. T he chief executive officer shall forthwith notify each employee that he has been found to have committed such violation, the date or dates thereof and of his right to object to such determination pursuant to paragraph (g) of this subdivision; he shall also notify the chief fiscal officer of the names of all such employees and of the total number of days, or part thereof, on which it has been determined that such violation occurred. N

otice to each employee shall be by personal service or by certified mail to his last address filed by him with his employer. P ayroll deductions. N ot earlier than thirty nor later than ninety days following the date of such determination, the chief fiscal officer of the government involved shall deduct from the compensation of each such public employee an amount equal to twice his daily rate of pay for each day or part thereof that it was determined that he had violated this subdivision; such rate of pay to be computed as of the time of such violation. I n computing such deduction, credit shall be allowed for amounts already withheld from such employee’s compensation on account of his absence from work or other withholding of services on such day or days.

I n computing the aforesaid thirty to ninety day period of time following the determination of a violation pursuant to subdivision (d) of paragraph two of this section and where the employee’s annual compensation is paid over a period of time which is less than fifty-two weeks, that period of time between the last day of the last payroll period of the employment term in which the violation occurred and the first day of the first payroll period of the next succeeding employment term shall be disregarded and not counted. Bibliography:

1. Brian Hall «PerformanceManagement», Harvard Business Press, 2008