Category: Articles, Business & Commerce, Employment, Human Resources, Resources for Attorneys, Resources for Experts PART I: Why Workplace Bullying Is A Serious Problem By: Lawrence J. Fennelly CPOI, CSSM & Marianna Perry CPP, CPOI TASA ID: 10544 Workplace bullying is repeated inappropriate behavior, direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment, which could reasonably be regarded as undermining the individual’s right to dignity at work.An isolated incident of the behavior described in this definition may be an affront to dignity at work but as a one off incident is not considered to be bullying. Read more
Category: Articles, Business & Commerce, Communications, Employment, Human Resources, Resources for Attorneys, Resources for Experts What Every Small Business Needs to Know About Avoiding Wrongful Termination Lawsuits TASA ID: 321 Small businesses are as vulnerable to wrongful termination lawsuits as much as large businesses. While I am not an attorney, as a small business owner who does a great deal of consulting work with HR departments, I think it’s imperative to know the risks and issues surrounding employee terminations. Wrongful terminations, also known as wrongful discharges or wrongful dismissals are legal terms that describe a situation where an employee was fired and the reason for the firing appears to be against the law. There are many causes for this but no matter the cause; it can be costly for a small business to be sued. Studies have shown that a company's legal costs in a wrongful termination lawsuit can run up to $85,000, and that winning plaintiffs receive judgments averaging $500,000. Read more
Category: Articles, Human Resources, Resources for Attorneys, Resources for Experts Handling Incoming Verification TASA ID: 12689 This article was originally published in PI Magazine, pimagazine.com.A function rarely offered by PI firms is assisting their corporate clients to handle incoming verification requests for current and previous employees.This function is almost always performed by internal HR or management personnel. Notwithstanding, it's extremely important that investigative firms strongly consider offering and/or partnering with firms that offer this specialized service. In these lean financial times, outsourcing of incoming verifications to capable entities that can effectively do the job is one option worth looking into. Read more
