Time & Attendance
By Jon Hyman
May. 18, 2017
And let’s also imagine your VP of HR is investigating a former executive of the company (who happens to be close friend and confidant of yours) for illegal or unethical conduct. And imagine that you privately ask said VP of HR, on the down-low, if maybe he can give your good-guy buddy a pass and end his investigation.
Also imagine that despite your plea, the VP of HR continues his investigation, undeterred and unabated, and within months, you decided to fire him. Not only do you fire him, but you do so for reasons that have shifted and changed over time, and, after which you admit to others that you fired him to stop the investigation.
Now, replace “CEO” with President Donald Trump, “VP of HR” with James Comey, and “former executive” with Mike Flynn. What, you’re surprised?
Folks, if you (allegedly) obstruct justice by (allegedly) interfering with an FBI investigation by using your presidential office (allegedly) to ask (subtly or otherwise) the FBI director to shelve said investigation, and nearly three months later you fire said FBI director under (allegedly) less that up-and-up circumstances, you might be the worst employer of 2017.
(Trump supporters, the comment box is below; don’t worry, I have a thick skin.)
Jon Hyman is a partner at Meyers, Roman, Friedberg & Lewis in Cleveland. Comment below or email email@example.com. Follow Hyman’s blog at Workforce.com/PracticalEmployer.
Schedule, engage, and pay your staff in one system with Workforce.com.
federal law, minimum wage, pay rates, state law, wage law compliance
Staffing Management4 proven steps for tackling employee absenteeism
absence management, Employee scheduling software, predictive scheduling, shift bid, shift swapping
Time and Attendance8 ways to reduce overtime and labor costs
labor costs, overtime, scheduling, time tracking, work hours