Monthly Archives: August, 2022

• Question of the Week

  by Staff

  August 31st, 2022 / No Comments

  Question: 

  What are the best practices for disciplining employees?

  Answer:
  Discipline is an act on the part of the employer to address and correct inappropriate behavior or a policy violation by an employee. Discipline functions both as an incentive for employees to refrain from bad behavior in the first place and as a corrective if bad behavior occurs. Common forms of discipline include oral warnings, written warnings, and termination.

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  (The Question of the Week does not constitute legal advice and does not address state or local law. Answer from Kim, SPHR, AAM, CPIW)

   

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• Question of the Week

  by Staff

  August 16th, 2022 / No Comments

  Question:

  Can we require remote employees to inform us when they move to a new city or state?

  Answer:

  Yes, you can and should require that remote employees notify the company when they move. There may be compliance and tax obligations when an employee relocates to a new city or state—not only for the employee, but also for you as the employer. For example, a relocated employee may now be owed a higher minimum wage or be eligible for paid sick leave. Workers’ compensation and unemployment insurance may also be affected.

  The Question of the Week does not constitute legal advice and does not address state or local law. 

  Answer from Kim, SPHR, SHRM-SCP

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• Nash Insurance: Question of the Week

  by Staff

  August 6th, 2022 / No Comments

  Question:

  Can we cut a performance improvement plan short if the employee’s performance issues have gotten substantially worse?

  Answer: 

  In general, yes. When an employee is on a performance improvement plan (PIP), and their performance has not improved and has, in fact, gotten worse, it is perfectly reasonable to cut the timeframe of the PIP short and move forward with further disciplinary action, including termination. Unless it’s written to say otherwise—and it absolutely shouldn’t be—a PIP is not a guarantee of employment for the duration of the plan. It shouldn’t alter the at-will employment relationship.

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