MHR 6401
Unit VIII Article Critique
Columbia Southern University
MHR 6401, Employment Law
Unit VIII Article Critique
In this article critique, I will discuss the author’s main point on how terminating the
employer-employee relationship can be one of the riskiest tasks for employers. I will discuss the
possible impacts of the termination as well as numerous potential legal issues. I will then close
with
Main Points in Terminating an Employee
According to Mr. Spiegelman (2014), when your gut tells you a person is not
meant to be part of the company, act immediately. Not every employee we hire is a team player
and has the company’s best interest in mind. “Better employee screening during the hiring
process and early detection are key (Spiegelman, 2014). An employer must be aware of the
potential employees’ rights under the Equal Employment Opportunity Commission. Asking
more in-depth questions during the interview may expose flaws or raise concerns for employers.
One of the hardest conversations an employer and employee can have is employee
termination. A manager or supervisor may come up with many excuses to avoid such
confrontation. In avoiding these hard conversations, you can be setting the conditions for more
problems or even legal troubles in the company. “If you keep bad people, good people will
leave, and replacing them can cost up to 200 percent of their salary (Spiegelman, 2014). One
employee can cause a bad climate or culture within the company.
Unit VIII Article Critique
Columbia Southern University
MHR 6401, Employment Law
Unit VIII Article Critique
In this article critique, I will discuss the author’s main point on how terminating the
employer-employee relationship can be one of the riskiest tasks for employers. I will discuss the
possible impacts of the termination as well as numerous potential legal issues. I will then close
with
Main Points in Terminating an Employee
According to Mr. Spiegelman (2014), when your gut tells you a person is not
meant to be part of the company, act immediately. Not every employee we hire is a team player
and has the company’s best interest in mind. “Better employee screening during the hiring
process and early detection are key (Spiegelman, 2014). An employer must be aware of the
potential employees’ rights under the Equal Employment Opportunity Commission. Asking
more in-depth questions during the interview may expose flaws or raise concerns for employers.
One of the hardest conversations an employer and employee can have is employee
termination. A manager or supervisor may come up with many excuses to avoid such
confrontation. In avoiding these hard conversations, you can be setting the conditions for more
problems or even legal troubles in the company. “If you keep bad people, good people will
leave, and replacing them can cost up to 200 percent of their salary (Spiegelman, 2014). One
employee can cause a bad climate or culture within the company.
