By Dana M. Muir
Managers in any respect degrees are consistently challenged to do extra with fewer staff, to encourage varied teams of individuals, and to withstand difficult humans difficulties of their workforces. a major key to managers' luck is attaining those objectives whereas holding themselves and their businesses from felony legal responsibility. but a few in administration are inclined to blame criminal requisites for hindering growth towards fixing difficulties. U.S. legislations, besides the fact that, offers managers with huge discretion in lots of employment events and mostly is helping make sure that managers practice their crucial features in a manner that's essentially reasonable whereas nonetheless aiding corporation goals.A Manager's consultant to Employment legislations can help managers make day by day judgements on how top to control their staff and deal with problems with felony legal responsibility. specialist writer Dana Muir identifies the sophisticated and pointless blunders managers make that reason criminal complications and exhibits how turning into acquainted with uncomplicated ideas of employment legislations will let them to increase an inner compass to aid make the suitable judgements. each one bankruptcy specializes in criminal strategies of extensive program in state-of-the-art place of work, delivering actual examples of difficulties managers face and delivering recommendations for addressing these difficulties
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Extra resources for A manager's guide to employment law: how to protect your company and yourself
Second, if litigation does occur, the written records can help you refresh your memory and be effective in explaining your decision-making process. The very fact that you have documentation reﬂecting a careful process may be compelling to a judge or jury evaluating the credibility of your explanations. Finally, recent events, such as those that occurred at Enron, have made many of us more sensitive to both the legal issues and the public perceptions associated with destroying documents. As a general matter, it may be illegal to destroy documents when litigation is pending or reasonably foreseeable.
Immediately terminating the interview poses two risks. First, some excellent candidates may be so nervous or shy during the ﬁrst few minutes of an interview that your initial impression is not at all consistent with their skills. For some jobs, ﬁrst impressions may be critical. But for other jobs, a manager who conducts the entire interview may discover an exceptionally qualiﬁed candidate. Second, from a legal perspective it is important to treat candidates consistently and give everyone a fair opportunity.
Should you immediately terminate the interview, as many managers believe? Or should you proceed with the entire interview anyway? (Fact or Fallacy? ) Immediately terminating the interview poses two risks. First, some excellent candidates may be so nervous or shy during the ﬁrst few minutes of an interview that your initial impression is not at all consistent with their skills. For some jobs, ﬁrst impressions may be critical. But for other jobs, a manager who conducts the entire interview may discover an exceptionally qualiﬁed candidate.