Deshonest Remarks by Employee
lgrako
3 Posts
Employee "Leadman" is telling other employees how dishonest top management of the company is in handling the payroll and bonuses. Is this grounds for termination?
Comments
PS I would suggest changing the name of Leadman to Lead person. I would also make sure you are not passing on any qualified women that want that position. If you are, your ripe for an EEOC charge.
Cheryl C.
My $0.02 worth!
DJ The Balloonman
I said it MAY be covered by the NLRA. I didn't make any assumptions in my first answer, but now I will. My experience is that a lead person is usually an hourly person who helps run the shift and is paid $.50- $1.00 more an hour. In my opinion that person may be covered by the NLRA because they are "discussing" compensation issues and it could be deemed concerted activity. I also said that they need to get the facts surrounding the issue. It sounds like the person wants to term based on what she is told he is saying. You should never terminate without the facts.
If it is found to be true that he is lying, I would definately deal with it, but not without all the facts.
edit: "Deal with it" That means I may terminate but would have to look at mitigating factors. Did he in fact tell an outright lie, past work history, length of service, etc.