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Forgive & Forget … Not This Time
HR Stories From The Front Lines*
Forgiveness. It’s a good thing, right? But should you “forgive and forget” when a top producer (who is “tight” with the boss), gets physical with female employees? How should the HR manager handle this challenging situation …
On Friday, you received a resignation letter from Carrie, your company’s nightmare employee. Carrie constantly argues with co-workers and her supervisor, which makes the workplace miserable for everyone. In addition, Carrie is rude to customers and frequently makes errors. In fact, Carrie’s conduct towards customers recently cost your company one of its most valuable accounts.
Needless to say, upon receipt of Carrie’s resignation letter, you were ecstatic. Yet, before you were able to break out the champagne, you received an email from Carrie. In this email, Carrie claimed she had no choice but to quit because of her manager’s inappropriate behavior.
Do you have to respond to her email?
Yes. You must conduct an investigation and take corrective action, if necessary. You must also respond to Carrie’s complaint, but since she was a nightmare employee, there is no need to offer reinstatement.
No. You do not have to take any action because the complaint was not mentioned in Carrie’s resignation letter. You can just delete her email.
Yes. You must conduct an investigation and take corrective action, if necessary. You must also respond to Carrie’s complaint and should offer reinstatement with the assurance that the complaint has been addressed.
Only current employees can complain about workplace conditions. Carrie resigned, and the company has no legal obligation to investigate the complaint or to reinstate Carrie.
This information is provided by ePlace Solutions, Inc. which is solely responsible for its content. ePlace Solutions, Inc. is not engaged in rendering legal or other professional services. Federal and state laws are more complex than presented here. This information is simplified for the sake of brevity and is not a substitute for legal advice. ePlace Solutions, Inc. disclaims any liability, loss or risk incurred as a consequence, directly or indirectly, of the use and application of any of the contents of this information.Opt out of receiving similar emails in the future.