Source: http://telioslaw.com/content-index/employee-discipline-termination?format=feed&start=10
Timestamp: 2017-07-26 00:48:18
Document Index: 750617714

Matched Legal Cases: ['art 1', 'art 4', 'art 3', 'art 2', 'art 1', 'art 7', 'art 6', 'art 5', 'art 4', 'art 3']

Search Published in Safety Plan Safety Plan - Part 1 We’ve talked before about various aspects of child abuse investigations. In this series, I’d like to talk about safety plans. We may talk about several different kinds of safety plans, but to start with... Let’s talk about the legal and psychological aspects of a safety plan. Read more... Published in Restoration For The Accused Part 4: Practical Approaches and Consequences in Ambiguous Situations Brent, you propose two ways that an abuse investigation may not be clear-cut. The first is that you are not able to gather evidence. The second is that the evidence may be conflicting. Read more... Published in Restoration For The Accused Part 3: Grey Areas and Ambiguity I like the three definitions of restoration: relationship, position, and location. I would like to pursue further here the problem of the grey area in abuse investigations. Read more... Published in Restoration For The Accused Part 2: When Restoration is Not Possible Whether restoration is limited is going to depend on our definitions of restoration. The first is relationship. The second involves position. The third involves location. Read more... Published in Restoration For The Accused Part 1: Is it Even Possible? Theresa, you and I regularly consult with organizations that are dealing with abuse and trauma. In this thread I would like to focus on the accused – the perpetrator, or alleged perpetrator. What should our stance be for restoration? Read more... Published in Employee Discipline and Termination Employee Discipline and Termination - Part 7: Investigating after Dismissal Allegations about a former employee could be completely new, or they may revisit allegations that were raised earlier. The principles that apply to other investigations are still used, though in a slightly different way... Read more... Published in Employee Discipline and Termination Employee Discipline and Termination - Part 6: After firing an employee, new life will eventually come We have created a folk theory about trust that is mistaken. I hear from leaders: "If I did that, not one here would ever trust me again!" Or, from followers, "I don't think I can ever trust him or this place ever again!" This allows a spirit of distrust to become the common corporate standard, and a long downhill slide. Read more... Published in Employee Discipline and Termination Employee Discipline and Termination - Part 5: Passing On Information One of many tough aspects to child abuse investigation is the level of accountability organizations can incur if a perpetrator goes on to abuse other children. If an organization knows or suspects a problem in that area, and lets the person go, but doesn't share that information, ... Read more... Published in Employee Discipline and Termination Employee Discipline and Termination - Part 4: Collateral Damage Hi Brent, In your scenario, the undesirable employee is a toxic person, who has done illegal or unethical things. That is completely different from my proposed scenario, and now we are in the situation where they do need to be removed quite promptly, perhaps even “marched out the door.” Read more... Published in Employee Discipline and Termination Employee Discipline and Termination - Part 3: Problem People Insightful comments, Theresa, however, I am going to push the envelope here a bit. Your approach above would work if there is nothing the person has done which is illegal or unethical, or reputation damaging but what if, as a leader, I come across illegal or unethical behavior, and that person just needs to go? Read more... Subscribe to this RSS feed