Question:
What is “at-will employment”? Does that mean I can fire an employee for any reason?
Answer:
At-will employment means that the employer or employee can end the employment relationship for almost any reason (with or without cause) at any time (with or without notice).
It does not, however, allow you to terminate someone for an illegal reason, like their inclusion in a protected class or their exercise of a legal right.
Read more: Link
Read moreIt’s 2023, and there’s an ongoing employer-employee power struggle over remote work vs. office work. While workers may see it as a panacea, many employers are still struggling with implementation and are eager to have employees back where they can see the whites of their eyes. Aside from the fact that remote work isn’t feasible for everyone (which can create hard feelings), it also presents unique cultural challenges.
In this webinar, we’ll look at the current remote work landscape and use our crystal ball (read: deep knowledge of employment trends from working with tens of thousands of clients like you) to make predictions for the future.
Join us on Wednesday, January 18 at 10 a.m. PT
Register today: https://events.trustmineral.com/future-of-remote-work-webinar/
Read moreQuestion:
We recently had an open position that two employees were interested in. We’ve made our selection and our chosen employee accepted the role. How do we tell the other employee they were not selected?
Answer:
We recommend having a face-to-face conversation with the employee who wasn’t selected to let them know that someone else was selected for the role. If you elaborate on your decision not to select this employee for the position, keep the feedback honest and factual. For example, you could let them know that you went with the candidate whose skills more closely match what you were looking for, specifying what those skills are so that the candidate knows what to work on in the future. Factual, job-related feedback like this helps set up the candidate for future success and encourages them to accept, rather than dispute, the decision. Overall, it creates a better experience for everyone.
Read more: Link
This Q&A does not constitute legal advice and does not address state or local law.
Answer from Laura, MA, SHRM-CP
Read moreThe push for pay equity has been gaining steam and shows no signs of slowing down. The publicity around this topic is likely to lead to more federal claims, even in states that don’t pass many of their own employment laws. For 2023, we’re breaking down pay equity and sharing actionable insights you can utilize for immediate impact.
Join our speaker, Kara Govro, Senior Legal Analyst at Mineral, as she covers the ever-changing topic of pay equity as it dictates the HR landscape for growing businesses.
Register here: Link
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