EMPLOYEES Hire slow – You cant ask that? – Testing – Discrimination Fire fast – At-will state – Does not have to be a good reason, just not the wrong reason
DOCUMENT, DOCUMENT, DOCUMENT Unemployment claim – DOL-800 C:\Users\EEnoch\Desktop\Difficult People\dol800.pdf C:\Users\EEnoch\Desktop\Difficult People\dol800.pdf Privileged Deliver at time of termination – Keys to preventing unemployment claims What policy did employee violate? How did employee know violating policy would cost their job?
DOCUMENT,... EEOC – What policy did employee violate? – What happened to others who violated that policy? – Office demographics Wage and Hour – Overtime – Exempt/non-exempt
CUSTOMERS Collections: Dont work for nothing – Magistrate Court $15, limit – You can do it yourself, but... – You dont get a check, you get a judgement Defamation: Badmouthing the business – Charges against another in reference to his trade, office, or profession, calculated to injure him therein
CUSTOMERS, continued – Tortious interference with business relations Shoplifting – Limited privilege for shopkeepers and employees – Look but dont touch
Bosses & Co-workers Discrimination – Sexual harassment is a form of discrimination Hostile environmentbosses and co-workers Quid pro quobosses only Workplace violence/bullying – Batteryunlawful touching – Assaultattempted unlawful touching – Putting employer on notice is best strategy because of negligent retention
Bosses, Co-workers cont. Intentional infliction of emotional distress actionable conduct does not include insults, threats, indignities, annoyances, petty oppressions, or other vicissitudes of daily living but must go beyond all reasonable bounds of decency so as to be regarded as atrocious and utterly intolerable in a civilized community. Kuritzky v. Emory University, 699 S.E.2d 179