Barbara Flynn

We recently received a call from an employer who wanted advice about demoting an employee for poor performance. For nearly twenty minutes, they shared details about the employee’s repeated issues, missed expectations, and overall lack of improvement.   When they finished explaining, I asked where they intended to move the employee — and after hearing...

We recently helped a client navigate a tough situation: an employee who stole from the company and then failed to show up for work. When asked if they were quitting, the employee said no — yet their actions told another story. The employer terminated the employee for theft.   Unfortunately, without written proof that the...

Source: SPARK   Under Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and similar state and local laws, employers may be required to make reasonable accommodations for individuals with disabilities, and for an employee’s sincerely held religious beliefs and practices, unless it creates an undue hardship on the business. For...

At People First, we’re often asked great questions that help business owners stay compliant and confident in their hiring practices.   This week, one of our clients reached out with a common concern:   “We use a background screening company, but we don’t do any credit checks. Do we still need to follow the Fair...

This week’s story is about one of our clients who reached out with a very sensitive concern. They discovered that an employee had a medical condition that could impact their ability to work safely with patients. Naturally, this raised some questions: What are their rights as an employer? How should they move forward in a...