TROUBLEMAKERS & MALCONTENTS

Dealing With Difficult Employees (Restoring Positive Employee Relations)

Gregory J. Hare, Esq. Ogletree Deakins Nash Smoak & Stewart, PC 191 Peachtree St., Suite 4800, Atlanta, GA 30303 (404) 870-1758 OVERVIEW

• Ever-increasing litigation

• Who are these “troublemakers” in your

• Be not afraid . . . tips for managing the constant complainers under your roof

• Take action . . . you’ll be glad in the end

EMPLOYMENT LAW

OSHA

W&H American Laws Protecting Employees

• 1935 National Labor Relations Act • 1986 Immigration Reform and Control • 1938 Fair Labor Standards Act • 1988 WARN • 1964 Title VII of the Civil Rights Act • 1988 Employee Polygraph Protection • 1965 Executive Order 11246 • 1990 Americans With Disabilities Act • 1967 Age Discrimination in • 1991 Civil Rights Act Employment Act • 1993 Family and Medical Leave Act • 1970 Occupational Safety and • 1994 USERRA Health Act • 1996 HIPAA • 1973 Vocational Rehabilitation Act • 2001 Patriot Act • 1974 Vietnam Era Veterans • Readjustment Act 2002 Sarbanes-Oxley • • 1974 Employee Retirement Income 2002 Homeland Security Act Security Act • 2009 ADAAA • 1979 Pregnancy Discrimination Act • 2010 Health Care Reform (PPACA) • 1985 COBRA • 2012 Guns at Work • 2013 Marijuana Protection • ??? Good Grief

WHAT’S GOING ON?

 EMPLOYMENT LAWSUITS HAVE EXPLODED

• LAWYERS LIKE LAWSUITS – Juries – Ring The Bell $$$ – 24 Hour News Cycle

• EMPLOYEES FEEL VULNERABLE – Economic Instability – perpetual unemployment – Scandals – breed distrust – Outsourcing – the “social contract” died – Litigiousness -- why not demand “a package”

WHO’S KNOCKING ON MY DOOR?

EEOC DOL

TITLE VII FLSA ADA FMLA ADEA OFCCP USERRA IC’s “THE MOANING MALINGERER”

• Injured, ill, or delusional? • Work restrictions, or work intolerant? • Light duty, for light years? • LTD, or PIB? • Intermittent leave a/k/a work when I please? • Administratively gone … not so fast, anymore! “THE HYPERSENSITIVE”

• Smooth-talking lotharios are everywhere • Watch what you say, sweetie • Passive/aggressive • Always working an angle • Fosters paranoia and avoidance

“I KNOW POWERFUL PEOPLE”

• I got the power, don’t tempt me … • There are two courts . . . • Hell hath no fury . . . • And it’s personal . . .

“THE NEW NORMA RAE”

. The voluntary organizer letter . Work to the rule . Encouraging anarchy . ULP, or PIP “THE ”

• SOX • ICE • DOL • EPA • OFCCP • False Claims Act • Foreign Corrupt Practices Act “KISS UP . . . KICK DOWN BOSS”

• King of sanctimony • Management thinks he’s an ideal manager • Great #’s • But when nobody’s looking . . . • Beware his evil cousin . . . , the “Equal Opportunity A_____” PROTECTED CONCERTED ACTIVITY • Only in Union Shops, right? • Old Law, New World – Beware, the new “protected category” – Employment-at-will, not so fast • What is “concerted”? – Like • What is “protected”? – What is “opprobrious”

WHO SUFFERS?

• Co-workers come to resent – Morale swoons – skyrockets • Productivity plummets • Supervisors get indifferent – Lack of management support – HR is cowardly – Who’s in control here? $ $ $

BE NOT AFRAID Follow The “3 P’s”

 BE PROACTIVE  BE PRUDENT “I know I can’t fire him, so what should I do?  BE PERSISTENT DON’T BE AFRAID TO ACT

• ACT WHEN YOU SHOULD

• SOME PEOPLE CAN’T BE “REHABILITATED”

• DON’T COWER FROM CONFRONTATION

• DON’T BE PARALYZED BY LIKELIHOOD OF LITIGATION

• YET DON’T BE HASTY

• DISCIPLINE WITH DIGNITY

UNDERSTAND THE VALUE OF EMPLOYEE HANDBOOK & POLICIES

• Clear Policies set expectations for employees . . . And reduce chance of violations

• Jazz up descriptions

• Policies must be Polished . . . . Published . . .Posted. . . Passed Out . . . Prove It

• Train both employees & managers

• “Implausible deniability”

DISCIPLINE PROMPTLY & CONSISTENTLY

Strike 1 Strike 2 Strike 3 YOU’RE OUT!

• Discipline over time, not “overnight” • Don’t delay! • Document, document . . . and document • Establish uniform review over disciplinary decisions and rules • Prevent multiple standards – creates (mis)perceptions of mistreatment – suspicions of discrimination

SYSTEMATIC PERFORMANCE REVIEWS

• Be honest and accurate, not overly cautious

• Identify deficiencies (PiPs)

• Notice & opportunity to cure

• Nobody should be surprised

FAIRNESS FACTOR

• Perception is reality • Just because it’s legal, doesn’t mean it’s wise and sound • Ask whether decision passes “the smell test” • How will other employees react?

“THE CIRCLE OF TRUST”

• BALANCING ACT OF COMMUNICATION • BEWARE THE LURKING WOLF • LIMIT “THE KNOWLEDGE” CASE STUDY: HOW TO MESS UP

Shepherd v. George W. Park Seed Co. (D.C. South Carolina)

• Employee told manager she’s pregnant • 1 week later, she’s terminated “due to RIF” • She sued for pregnancy discrimination • In response, company said she was fired “for poor performance” • No prior warnings or documentation of problems in her file

THEREFORE . . . JURY TRIAL! STAY UPDATED

OD NEWSLETTER?

Greg Hare (404) 870-1758 [email protected]