Federal Questions & Answers on Termination at Compensation.BLR.com

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Termination—Questions & Answers—Federal

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What is the best day of the week to give employees bad news?

If an employee resigns with a two week notice and we decide to terminated after notice. Are we obligated to pay the full two weeks to the employee if he is willing to work?

What action should an employer take if an employee has been charged with a felony crime, facing a prison sentence (crime was not committed on company time)?

If an exempt employee, who has never received disciplinary action, has no problems what-so-ever, and is a member of upper management is downsized or terminated, what are the repercussions the company can face? We are in Arkansas.

If our company adopts a "no fault" attendance policy, can we terminate (successfully) employees who have "legitmate medical notes"? We are in Arizona.

How would you suggest handling poor performance from an employee that has made you aware of a lot of personal problems going on outside of work?

If we hire an employee to work part-time only on certain days, like Monday and Friday. Then due to changes in the business the employers needs dictate that we need the employee here on Tuesdays and Thursdays. Can we change the employee's work days?

We need to terminate a problem employee. How do we tell her she is no longer needed? Would it be better to have the H.R. Director present? And can she apply for unemployment benefits? This is in Texas

If a salaried, exempt employee gives two-week notice of resignation, is the employer obligated to pay the full two weeks if the employer releases the employee before two weeks? This is in the District of Columbia.

An employee was terminated immediately after we found out that she had a criminal record. But she was hired from her resume so she never had opportunity to "fill out" an application with a question on criminal charges. Are we liable for her situation

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