| Perception is Reality - Discipline with
| |
| | violation of the law or not.
|
| Care!
| |
| | Please understand that while some
|
| Disciplining and firing employees is one
| |
| | plaintiff's attorneys will take a "good
|
| of the most crucial areas for
| |
| | case" without a retainer fee, most
|
| consideration as an Employer. As a
| |
| | plaintiff's attorney's will not take a
|
| former plaintiff's counsel, I know that
| |
| | "so-so case" without a substantial fee
|
| the way in which an employee perceives
| |
| | and/or cost retainer. Not all lawyers
|
| his or her final disciplinary action or
| |
| | are ethical, and some, when motivated by
|
| termination meeting is the most
| |
| | a cash retainer, will sue anyone for any
|
| significant factor in determining whether
| |
| | reason. Your treatment of the employee
|
| a lawsuit will be filed. The way these
| |
| | will often determine whether he or she is
|
| things are done will determine the anger
| |
| | willing to "cough up" that retainer fee
|
| level of the employee. Anger is the most
| |
| | or not.
|
| important motivator to push an employee
| |
| | Like a well-traveled road, the road
|
| to a plaintiff attorney's office.
| |
| | leading to the termination of an employee
|
| Believe it or not, most employees, and
| |
| | can be filled with potholes and a virtual
|
| people in general, do not want to go
| |
| | "accident waiting to happen" to those
|
| through the pain of dealing with a lawyer
| |
| | unfamiliar with where the hazards are
|
| and the expense of the litigation
| |
| | located. Too often, the traveler is also
|
| process. This is true even given the
| |
| | so anxious to reach his destination that
|
| fact that the costs for a plaintiff are
| |
| | he forgets to heed the warning signs or
|
| generally much lower than for the
| |
| | to exercise caution, prudence and
|
| employer.
| |
| | patience during the journey. When that
|
| The way an employee is made to feel
| |
| | happens, an accident - or in this case,
|
| during the discipline and termination
| |
| | an administrative charge, a lawsuit, or a
|
| process can make the difference between
| |
| | grievance to contest the termination - is
|
| an employee calling an attorney or not,
| |
| | almost inevitable.
|
| and the difference between an employee
| |
| | There is no way to guarantee that any
|
| simply consulting an attorney for the
| |
| | termination will be without liability.
|
| purpose of finding out his or her rights
| |
| | There are too many "players" beyond the
|
| versus hiring an attorney to sue that
| |
| | decision-maker's control: the terminated
|
| scum-sucking employer of theirs no matter
| |
| | employee, the plaintiff's bar, a court or
|
| what the costs.
| |
| | administrative body, or a jury. However,
|
| If you make an employee feel that he
| |
| | that risk can be greatly minimized if one
|
| needs to regain his dignity or sense of
| |
| | knows the road he is about to travel and
|
| fair play, you will in most cases find
| |
| | drives it carefully, following a few
|
| yourself in litigation whether you have
| |
| | simple "rules of the road.
|
| done something that can be construed as a
| |
| |
|
