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    <atom:link href="http://www.mbahro.com/Default.aspx?TabId=110&amp;rssid=1&amp;categoryid=10" rel="self" type="application/rss+xml" />
    <title>MBA News - Terminations</title>
    <link>http://www.mbahro.com/Default.aspx?TabId=110&amp;rssid=1&amp;categoryid=10</link>
    <description>Terminations</description>
    <ttl>60</ttl>
    <language>en-US</language>
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    <pubDate>Sun, 05 Feb 2012 03:29:30 GMT</pubDate>
    <lastBuildDate>Sun, 05 Feb 2012 03:29:30 GMT</lastBuildDate>
    <item>
      <title>HR Outsourcing Can Help You Create an Effective Employee Discipline Policy</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/4/default.aspx">Employees</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/8/default.aspx">HR Outsourcing</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/10/default.aspx">Terminations</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/141/HR-Outsourcing-Can-Help-You-Create-an-Effective-Employee-Discipline-Policy.aspx</link>
      <description><![CDATA[ 
HR Outsourcing Can Help You Create an Effective Employee Discipline Policy
 
Sections:
 
HR Outsourcing Helps with Employee Policies
Disciplinary Policy is Key
Employee Discipline Basics
 
HR outsourcing can be invaluable to your business. An effective employee discipline policy is just one way HR outsourcing can help you be as efficient as possible. Here are some guidelines we can help tailor for your specific needs:
Disciplinary Policy Key 
Common problems at work that require attention often include poor attendance, inappropriate or offensive behavior (such as harassment or discrimination) and dress code violations. HR outsourcing consultants can help you develop a plan for how to address most infractions on the front end.
When it comes to disciplining employees, documentation is key. To effectively discipline a person, managers should have well prepared documentation to back up any action decisions. In order to have strong documentation, companies need a well written disc ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
      <comments>http://www.mbahro.com/News/tabid/110/entryid/141/HR-Outsourcing-Can-Help-You-Create-an-Effective-Employee-Discipline-Policy.aspx#Comments</comments>
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      <pubDate>Wed, 03 Nov 2010 00:31:00 GMT</pubDate>
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    </item>
    <item>
      <title>What should be in your employee’s severance payment?</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/11/default.aspx">Layoffs</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/10/default.aspx">Terminations</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/28/Default.aspx</link>
      <description><![CDATA[What should be in your employee’s severance payment?

You are probably aware that State laws governing employees' final pay  upon termination vary widely. As your company grows, needing to  terminate an employee may come up more often. To avoid legal hassles,  you should make sure your HR people know how to legally cut the  employee’s severance payment check.

For example, a laid-off employee's severance payment may be due  immediately upon termination (e.g., in California), or not until an  employee's next regularly scheduled payday (e.g., in Florida).

Likewise, an employee's entitlement to payment for accrued vacation  and/or sick time, commissions, and bonuses varies by state.

There are different rules in each state for whether the employee is  entitled to:

    Accrued vacation
    Accrued sick time
    Commissions
    Bonuses

Failing to pay an employee as required by law can subject you to  costly unpaid wage claims and additional civil penalties. You should  encourage your HR resources ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
      <comments>http://www.mbahro.com/News/tabid/110/entryid/28/Default.aspx#Comments</comments>
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      <pubDate>Tue, 30 Mar 2010 22:25:00 GMT</pubDate>
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    <item>
      <title>Federal HIRE Act offers a tax credit on social security, how much can my company earn?</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/5/default.aspx">Laws</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/11/default.aspx">Layoffs</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/10/default.aspx">Terminations</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/34/Default.aspx</link>
      <description><![CDATA[Federal HIRE Act offers a tax credit on social security, how much can  my company earn?

President Obama signed into law the Hiring Incentives to Restore  Employment Act ( HIRE Act ) in March of 2010. The federal HIRE Act  carries a tax credit on Social Security.  It starts immediately for  employers hiring qualified employees through the remainder of 2010.

The best way to generate the maximum tax credit on Social Security is to  hire qualified employees early in the year, since the exemption stops  on wages paid after January 1, 2011.

    If an employee earning $40,000 annually is hired on April 1,  2010, the Social Security tax credit to the employer would be  approximately $1,900.
    If the same employee was not hired until Aug. 15, 2010, the  savings would be lowered to $950.

The tax credit on Social Security can be used to offset scheduled tax  deposit liabilities beginning April 1, 2010 and accrue with each  payroll processed.

Employers will receive a 6.2% Employer Social Security Tax Ex ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
      <comments>http://www.mbahro.com/News/tabid/110/entryid/34/Default.aspx#Comments</comments>
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      <pubDate>Fri, 26 Mar 2010 02:42:00 GMT</pubDate>
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    <item>
      <title>Having an employee sign a separation agreement doesn’t cover you completely.</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/13/default.aspx">Claims</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/11/default.aspx">Layoffs</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/10/default.aspx">Terminations</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/48/Having-an-employee-sign-a-separation-agreement-doesn-t-cover-you-completely.aspx</link>
      <description><![CDATA[Having an employee sign a separation agreement doesn’t cover you  completely.

If you offer a severance, a separation agreement and general release is  essential to secure the release of employment-related claims.

Keep in mind that not all claims can be released by an employee,  Including:

    Wage and hour claims
    Certain workers' compensation-related claims
    Family and Medical Leave Act (FMLA) claims (courts are split  over this issue).

Additionally, an employer cannot bar an employee from filing a charge  of discrimination (although it can prevent an employee from obtaining  related monetary relief thereunder). Because of varying local/state  employment laws, employers should be encouraged to seek outside counsel  for separation agreement drafting and review.

A separation agreement should be clearly written and must comply with  local, state, and federal law. Important factors must be considered when  negotiating severance and drafting a separation agreement.

Modern Business  ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
      <comments>http://www.mbahro.com/News/tabid/110/entryid/48/Having-an-employee-sign-a-separation-agreement-doesn-t-cover-you-completely.aspx#Comments</comments>
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      <pubDate>Fri, 12 Mar 2010 04:02:00 GMT</pubDate>
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    <item>
      <title>Employee discipline documentation is your friend when preparing for a lay off.</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/13/default.aspx">Claims</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/4/default.aspx">Employees</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/11/default.aspx">Layoffs</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/10/default.aspx">Terminations</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/50/Default.aspx</link>
      <description><![CDATA[Employee discipline documentation is your friend when preparing for a layoff.
Documentation of employee discipline is critical when building a list  of potential candidates for a lay off. Employee discipline  documentation is one of the most important aspect to adding credibility  to recommending an “inflexible” or “weak link” employee for a layoff  list.

However, it is too often the case that management cannot support its  rationale with documented employee discipline. In those instances, the  employer's decision about who to include in the lay off can be used by  former employees to bolster discrimination allegations. Document your  poor performers before considering a layoff.

Fighting costly legal battles can quickly offset savings achieved during  a layoff. A June 2008 Supreme Court decision has made lay offs even  riskier for employers. In Meacham et al. v. Knolls Atomic Power  Laboratory, the court determined that an employer must bear the burden  of proving the "reasonableness" of factors other  ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
      <comments>http://www.mbahro.com/News/tabid/110/entryid/50/Default.aspx#Comments</comments>
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      <pubDate>Tue, 09 Mar 2010 04:04:00 GMT</pubDate>
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    <item>
      <title>Benefits of Performance Appraisals include Compliance Protection</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/13/default.aspx">Claims</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/4/default.aspx">Employees</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/8/default.aspx">HR Outsourcing</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/11/default.aspx">Layoffs</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/10/default.aspx">Terminations</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/3/default.aspx">Uncategorized</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/51/Benefits-of-Performance-Appraisals-include-Compliance-Protection.aspx</link>
      <description><![CDATA[Benefits of Performance Appraisals include Compliance Protection
A performance appraisal system, when properly managed, provides you  with a means of measuring, maintaining, and improving your employee’s  job performances. Through the job performance appraisal program, your  company can:

    Validate hiring decisions
    Recognize employees' job performance strengths and weaknesses
    Identify employees who are ready for promotion or greater  responsibilities
    Assess training needs

From a compliance perspective, you should be able to rely on  performance appraisals to justify the full range of personnel decisions,  including discipline and termination actions.

For example, if a performance appraisal reflects poor job performance by  the employee and this employee is later terminated, the you can point  to the performance appraisal to show the employee was not performing to  standards. If, however, an employee with overall weak performance is  given a good or even average appraisal, and  ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
      <comments>http://www.mbahro.com/News/tabid/110/entryid/51/Benefits-of-Performance-Appraisals-include-Compliance-Protection.aspx#Comments</comments>
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      <pubDate>Sat, 06 Mar 2010 04:06:00 GMT</pubDate>
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    </item>
    <item>
      <title>How to avoid age discrimination issues during layoffs.</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/13/default.aspx">Claims</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/8/default.aspx">HR Outsourcing</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/11/default.aspx">Layoffs</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/10/default.aspx">Terminations</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/3/default.aspx">Uncategorized</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/52/How-to-avoid-age-discrimination-issues-during-layoffs.aspx</link>
      <description><![CDATA[How to avoid age discrimination issues during layoffs.

There are a variety of reasons for an employer to offer severance to an  employee who is separating from employment (e.g., to settle threatened  or actual litigation, as a goodwill gesture in the event of a layoff),  but in virtually all situations, the employer is going to insist that  the employee sign a release as a condition to receiving the settlement  payment.

This article outlines some of the most important issues, specific to age  discrimination, employers should consider when drafting such waivers.  In all circumstances, it is advisable that outside counsel review all  agreements.

The Age Discrimination in Employment Act (ADEA) has a list of  requirements that must be incorporated into your release. They focus on  making sure the departing employee does not waive any right or claim  under ADEA unless the waiver is “knowing and voluntary”. This means the  release must:

    Be "written in a manner calculated to be understood ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
      <comments>http://www.mbahro.com/News/tabid/110/entryid/52/How-to-avoid-age-discrimination-issues-during-layoffs.aspx#Comments</comments>
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      <pubDate>Fri, 05 Mar 2010 04:07:00 GMT</pubDate>
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    <item>
      <title>WARN act can ruin your layoff plan, are you at risk?</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/4/default.aspx">Employees</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/8/default.aspx">HR Outsourcing</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/5/default.aspx">Laws</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/11/default.aspx">Layoffs</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/10/default.aspx">Terminations</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/55/WARN-act-can-ruin-your-layoff-plan-are-you-at-risk.aspx</link>
      <description><![CDATA[WARN act can ruin your layoff plan, are you at risk?

Here at Modern Business Associates, we frequently deal with federal  labor and employment laws and how they affect our clients. Laws relating  to layoffs have been a hot topic lately. The Worker Adjustment and  Retraining Notification Act (WARN act) is one such hot legal issue.

The WARN act sets forth specific notification requirements for covered  employers undergoing certain layoffs. (States including California,  Illinois, Maine, and New Jersey have enacted similar legislation  expanding an employer's notification obligations.)

In part, the WARN act requires employers with 100 or more employees to  provide workers with 60 days written notice of:

    Plant Closings
    Mass Layoffs

Under the WARN act, a "plant closing" is a permanent or temporary  shutdown of a single site of employment resulting in an employment loss  of 50 or more employees during a 30-day period.

Under the WARN act, a "mass layoff" is either a reduction in workforce  ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
      <comments>http://www.mbahro.com/News/tabid/110/entryid/55/WARN-act-can-ruin-your-layoff-plan-are-you-at-risk.aspx#Comments</comments>
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      <pubDate>Tue, 02 Mar 2010 04:11:00 GMT</pubDate>
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    <item>
      <title>How to Follow your Termination Template and Use the Termination Meeting to lower your legal risk.</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/4/default.aspx">Employees</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/10/default.aspx">Terminations</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/10/Default.aspx</link>
      <description><![CDATA[How to Follow your Termination Template and Use the Termination  Meeting to lower your legal risk.

The termination meeting is an opportunity for an employer to minimize  risk. Your termination template should include specific elements of the  termination meeting.

    As an initial matter, you should carefully consider the  personnel conducting layoffs. Someone with a direct supervisory  relationship over the worker is advisable and a third party witness  should attend the meeting.
    Employees should be given their final paychecks, severance, and  any applicable notifications during the termination meeting so they are  not walking away "empty-handed".
    Separation agreements and releases should be distributed and  signed (if possible).
    Additionally, it is a good idea to conduct terminations earlier  in the week to give employees an opportunity to file for unemployment  and begin considering other employment alternatives.

Modern Business Associates frequently deals with HR issues. As a  Prof ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
      <comments>http://www.mbahro.com/News/tabid/110/entryid/10/Default.aspx#Comments</comments>
      <guid isPermaLink="true">http://www.mbahro.com/News/tabid/110/entryid/10/Default.aspx</guid>
      <pubDate>Thu, 25 Feb 2010 21:53:00 GMT</pubDate>
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    <item>
      <title>Harassment Policy Violation - What to do when your new manager makes a firing mistake</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/4/default.aspx">Employees</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/10/default.aspx">Terminations</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/11/Default.aspx</link>
      <description><![CDATA[Harassment Policy Violation -  What to do when your new manager makes a firing mistake.

Most companies want to do the right thing and make correct HR decisions.  A quality HR program pays off in a multitude of ways. Still, companies  sometimes make very bad decisions, or, more likely, employees may make  poor decisions that you may have been unaware of when the decision was  made. Reasons for ill-advised decisions vary, but many times these are  rooted in a lack of proper knowledge and training. Bad manager decisions  force you to operate reactively rather than proactively. While the old  adage "an ounce of prevention is worth a pound of cure" is absolutely  true with respect to HR matters, there are times that the only thing you  can do in a reactive mode is provide that "pound of cure."

Let’s presume you already have a comprehensive antidiscrimination and  harassment policy. In addition to the creation of the policy, proper  notification of the policy and training were provided to employees. All  appe ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
      <comments>http://www.mbahro.com/News/tabid/110/entryid/11/Default.aspx#Comments</comments>
      <guid isPermaLink="true">http://www.mbahro.com/News/tabid/110/entryid/11/Default.aspx</guid>
      <pubDate>Mon, 22 Feb 2010 21:55:00 GMT</pubDate>
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    <item>
      <title>Layoffs and other times when job reinstatement according to FMLA regulations may not be necessary.</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/12/default.aspx">FMLA</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/11/default.aspx">Layoffs</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/10/default.aspx">Terminations</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/13/Layoffs-and-other-times-when-job-reinstatement-according-to-FMLA-regulations-may-not-be-necessary.aspx</link>
      <description><![CDATA[ 
Layoffs and other times when job reinstatement according to FMLA  regulations may not be necessary.

Does your HR department know the limited situations under which an  employer can refuse to reinstate an employee who has taken FMLA leave  according to FMLA regulations?

The Act's primary purpose is to ensure that employees are reinstated to  the same or equivalent positions held at the commencement of the leave.  Moreover, when there is a dispute, it is probably fair to say that the  U.S. Department of Labor and most courts lean strongly in favor of the  reinstatement of employees. Laws in this area do offer some limited  circumstances in which an employer may deny job restoration to otherwise  protected employees:

    Key employees-According to FMLA laws, an employer may deny  reinstatement, but not leave, to "key employees." A key employee is a  salaried employee who is compensated within the top 10 percent of the  employees working within a 75-mile radius of the employee's worksite. 29  CFR ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
      <comments>http://www.mbahro.com/News/tabid/110/entryid/13/Layoffs-and-other-times-when-job-reinstatement-according-to-FMLA-regulations-may-not-be-necessary.aspx#Comments</comments>
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      <pubDate>Wed, 17 Feb 2010 21:58:00 GMT</pubDate>
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