hiring & firing chris w. mccarty, esq. lewis, thomason, king, krieg & waldrop knoxville –...
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Hiring & FiringHiring & Firing
Chris W. McCarty, Esq.
Lewis, Thomason, King, Krieg & Waldrop
Knoxville – (865) 546-4646
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The Top 10The Top 10
1) Obvious Boundaries
2) Proper Job Description
3) Legal Advertisement
4) Pre-Employment Interview
5) Fair Background Check
6) At Will Employment
7) Clear Warning Sign
8) Candid Discipline
9) Thorough Documentation
10) Post-Employment Interview
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Obvious BoundariesObvious Boundaries
– Title VII of the Civil Rights Act of 1964 (Title VII) • Can’t discriminate on basis of race, religion, gender, etc.
– Age Discrimination in Employment Act (ADEA) • Can’t discriminate against employees over age 40.
– Americans with Disabilities Act (ADA) • Can’t discriminate on basis of physical or mental disability.
– Retaliation Laws (e.g., whistleblower, internal complaints)
– Other State and Federal Protections
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Proper Job DescriptionsProper Job Descriptions
– DO carefully consider bona fide occupational qualifications.• DON’T write that each secretary must be able to lift 100lbs.
– DO use specific language and qualifications.• DON’T consider “Must Read” to be a good qualifications section.
– DO update descriptions according to issues and needs.• DON’T keep using “typewriting” under a skills heading.
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Legal AdvertisementLegal Advertisement
– Write to reach the largest number of qualified applicants.• DON’T use “High Times” to look for new F.B.I. agents.
– Avoid gender/race specific language.• DON’T use this:
– Skip descriptors referencing or inferring age.• DON’T look for a “young, energetic” cook when you need a “cook.”
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Pre-Employment InterviewPre-Employment Interview
– DON’T Ask…. DON’T Tell… Is Alive… And Well
– Sample Topics to Avoid
• Race – Organizations
• Sex or gender – Marital status– Plans for children
• Religion – Church membership
• Age– Date of birth– Graduation date
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Fair Background CheckFair Background Check
– DO consider whether each job requires a background check.• The EEOC believes blanket checks are discriminatory.
– DO obtain written authorization before running.• Checks run up against a number of privacy laws.
– DO remember the Fair Credit Reporting Act.• Before using a background check for an adverse action under FCRA:
– Provide a notice to the employee that includes a copy of the consumer report you relied on to make your decision; and
– Provide a copy of “A Summary of Your Rights Under the Fair Credit Reporting Act,” which you should have received from the company that sold you the report.
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At Will EmploymentAt Will Employment
– Tennessee remains an “at will” employment state.
• You can fire someone for cause OR no cause.
– To preserve the “at will” status of a new employee, please:
• Be careful about what he/she is signing (don’t create contracts);
• Be wise about how your handbook or policies are written; AND
• Be hesitant to make any long-term promises.
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Clear Warning SignClear Warning Sign
– You thought the hiring process went well, BUT…
– Johnny is a nightmare. Should you get rid of him?
– 3 “Warning Sign” Characteristics:
• No accountability– It was “not me.”
• No character– Once a cheater (or thief), always a cheater (or thief).
• No allies– If no one sticks up for Johnny… There’s probably a reason.
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Candid DisciplineCandid Discipline
– When choosing a disciplinary style…
• Candid > Progressive
– “Candid discipline” means:
• Be honest with yourself and with the employee;
• Be clear about failed directives and future expectations; AND
• Be forthright in evaluations and personal interactions.
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Thorough DocumentationThorough Documentation
– There is an old saying amongst trial lawyers:
• “One document is worth ten witnesses.”
– You have heard, “If you build it, they will come.”
• I also like, “If you write it, they will believe it.”
– “Document” does not mean write a novel.
• I would often settle for:
– A journal entry;
– An e-mail;
– A short memo.
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Post-Employment InterviewPost-Employment Interview
– When firing an employee, remember to:
• Use a witness;
• Explain the reasons for termination; AND
• Conduct a post-employment interview:
– “Do you agree with how this situation was handled? Why/Why not?”
– “Do you know of anything we can improve on as a company?”
– “Is there anything else you want to say to me?”
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