Tips and Articles on HR Best Practices, HR Outsourcing, and HR Compliance
Weak Managers Are Costing You Money: How to Fix Accountability and Performance Drift
Weak managers don’t break companies overnight — they quietly erode performance, accountability, and culture. When conflict is avoided, expectations aren’t enforced, and documentation disappears, standards collapse and legal risk grows. Weak management isn’t a people problem; it’s an infrastructure problem.
Employee Said “I’ll Sue” When I Terminated Them — Should I Be Worried?
An employee saying “I’ll sue” isn’t the real risk — the termination process is. Claims escalate when employees feel blindsided, documentation is thin, or protected activity occurred within the 90‑day window. This guide explains how to assess termination defensibility, spot signs an employee may have lawyered up, and strengthen HR systems so routine decisions don’t turn into legal exposure.
ADA Accommodation Requests After Termination: What Employers Must Do Next
When an employee claims they needed an ADA accommodation after you’ve already terminated them, the real issue isn’t timing — it’s whether your managers missed early ADA triggers. Mental‑health symptoms like anxiety, depression, or “stress language” are often misread as performance problems, and those misses are exactly what turn routine terminations into ADA claims.
Can I Fire an Employee Who Keeps Calling Out?
Poor attendance isn’t just call‑outs — it’s lateness, policy violations, moonlighting fatigue, personal “emergencies,” and sometimes protected leave you didn’t know was protected. Here’s how employers can tell the difference and make defensible decisions.