1. You stop the meeting and shred the write up. What’s the point, she won’t sign it.
2. Terminate the employee for not signing the write up. That’s insubordination.
3. Write in “Refused to Sign” and date on the employee signature line. The disciplinary action is valid and in force.

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1. You have the right to ask, especially if she’s going to take time off immediately after you hire her.
2. You cannot ask a woman if she’s pregnant. This is discrimination.
3. OSHA requires you to keep your employee’s safe. This job can be dangerous. You cannot put her safety at risk, or the safety of her unborn child.
4. While asking the question is not illegal, exposure to a claim of discrimination may be established by the known information.

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The news has been inundated with stories of workplace violence — from shootings, to bomb threats — and no company wants to be the next headline. As such, employers must be extremely cautious in the face of situations that may spark aggressive behavior. See how one HR Director handled the termination of a potentially violent employee…*

1. You must pay the employee for the entire week.
2. During the initial or terminal week of employment an individual’s pay may be reduced to reflect days actually worked.
3. You are not required to pay any portion of the week since the employee ended employment in the middle of a workweek.

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