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(The company didn’t help its case by waiting more than four months before taking action against the offender.) As we have seen in the cases described here, the employee’s work record often weighs heavily with arbitrators.
In drug-related cases, the employer can take the initiative by offering the offender the choice of being fired or entering a rehabilitation program.
Two truck drivers employed by a retail grocery chain went on a drinking spree during a layover and assaulted two other drivers for the same outfit.
Egregious behavior itself is not usually enough to demonstrate damage to reputation.
How can managers and supervisors balance the employee’s job and privacy rights against the interests of the organization, its customers, and its employees?
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In addition to being relatively low-cost, these types of dates also have the added advantage of being easy to end naturally and without the, potentially awkward, requirement of waiting for a check.… continue reading »