It’s not often that Hollywood directors encounter employment issues. After all, we tend to hear about them when they sign on to helm multi-million dollar films or are nominated for Oscar awards. However, the story surrounding director Bryan Singer’s recent firing exemplifies legal issues that many employees could possibly relate to.
With all the negative publicity that airlines have endured this year because of how they have treated passengers, one would think that they would treat employees better. Based on a recent employmentlawdaily.com report, it appears that one airline may still need some sensitivity training.
We have not addressed the topic of whistleblowers on our blog in quite some time. We acknowledge that being a whistleblower is a tremendously courageous act, because it involves risking one’s livelihood and reputation to expose actions by their employers to defraud the federal government.
As an employee, we understand that you want to be liked first, and ultimately respected. After all, who wants to work in an environment where their opinion is not appreciated and they are tormented by naysayers.
Social media sites such as LinkedIn and Ladders have changed the landscape for salespeople and jobseekers alike. Salespeople can reach and develop a larger customer base with less effort, and job seekers can connect with decision-makers in unprecedented ways. But with so much more exposure, salespeople who leave an employer may have to be particularly careful about comments made on social media, especially if the employee is subject to a non-solicitation agreement.
It may go without saying, but being fired from a job can be a demoralizing experience. Most of us believe that we are capable of doing a good job for an employer despite personality conflicts or mistakes that may have been made. For some, being let go could be the start of a professional reboot. After all, what doesn't kill you can make you stronger, as the old adage says.
When we think about when an employee resigns from a job, we generally think that the employee (for whatever reason) no longer wants to be in the company’s employ, and that such a decision is voluntary. However, the reality is that resigning may not always be voluntary. There may be internal pressures that compel an unwitting employee to leave “voluntarily” that are akin to constructive discharge.
It is universally known that being fired from a job can be disheartening. For some, it can be a huge blow to one’s confidence. To others, it can be akin to the death of a loved one. Sometimes the employer has a nondiscriminatory reason for ending employment; other times pretext is the reason behind such an action. Regardless, the next job for a fired employee may have nothing to do with working for someone else.
In a prior post, we warned our readers of the dangers of social media rants, particularly after being terminated. We also wrote on how a union member was wrongfully fired after an expletive laced post circulated among his fellow employees and up to management.
Even before the phrase “you’re fired” became a household catchphrase through “The Apprentice” millions of workers would face the unfortunate reality that their employment would be terminated. Let’s face it, being fired is no fun; regardless of whether you love or hate your job (or your boss).