by Meagan | Jul 9, 2026 | Human Resources
You can, yes. It’s generally a good idea to follow a communication plan as departures can be disruptive to both the work of your other employees and your business relationships. These plans typically spell out who communicates the departure to employees, clients, and...
by Meagan | Jul 2, 2026 | Employment Law, Human Resources
At-will employment means that the employer or the employee can end the employment relationship at any time, with or without notice, and with or without cause. It doesn’t, however, allow an employer to terminate someone for an illegal reason, like their inclusion in a...
by Meagan | Jun 25, 2026 | Human Resources
We recommend asking a combination of behavioral, situational, and job-specific questions. Behavioral questions ask the candidate to explain how they approached challenges in the past, what the outcome of their approach was, and what, if anything, they learned or would...
by Meagan | Jun 18, 2026 | Human Resources
As with any sensitive topic, you should address the poor hygiene privately, empathetically, and directly with the employee. A compassionate and straightforward approach is usually best. Hold the conversation towards the end of the day so the employee doesn’t have to...
by Meagan | Jun 4, 2026 | Human Resources
Termination meetings are always difficult, and many of the preparations you might make for an especially tense meeting would be suitable for any termination. That said, there are a few extra steps you can take to prepare yourself in the event emotions run high. First,...
by Meagan | May 28, 2026 | Harassment, Human Resources
You can share a copy of the original complaint with the person who filed it, as well as the general results of the investigation. However, you shouldn’t hand over investigation notes, witness statements, or other documentation. That information was most likely shared...
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