Would you rehire a former employee?
Absolutely! Back in the eighties, there was
a sort of corporate arrogance against this. But in today’s tight labor market, it’s quite the
opposite. An article in the Harvard Business Review reported
that it costs half as much to rehire a former employee, they’re
40% more productive in their first 90 days; and they stay
longer. The greatest example is Steve Jobs. After Apple fired
him at age 30, they rehired him at age 41. Had they not rehired
him, iPods, iPhones, and iPads probably wouldn’t exist today.
- Glenn in Nashville, TN
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The Netflix series “Making a
Murderer” has Americans obsessed with the intricacies of our
There are multiple levels for burden of
proof in our legal system, including:
Suspicion – What a police officer needs to pull you over.
Probable Cause – What’s needed to arrest you.
Preponderance of Evidence – Used in civil trials.
and Convincing Evidence – A higher burden of proof used in cases
such as for child custody.
5. Beyond Reasonable Doubt – Used
in criminal cases.
No matter how grizzly of a crime
people are accused of, they're presumed innocent until proven
But when it comes to labor law, don't make the
mistake of assuming you'll be presumed innocent.
you're accused of harassment, discrimination, wrongful
termination, etc., you look guilty by association.
matter how absurd and untrue the allegation may be, you’ll have
to jump through hoops to prove your innocence.
matter how much your company supports you, it’ll make your life
Even worse, many companies don't purge records
of the investigation from personnel files even after the manager
has been vindicated. They want to prove that they took swift and
decisive action once an allegation was raised, even if you leave
When I was 22 and in my first managerial
position, I was once accused of se*ual harassment. My boss told
me he knew it wasn’t true, for two reasons.
First, I was
too career minded and focused to do that.
she had more nicknames given to her by coworkers than anyone
I’ve ever known, including:
She was a bully who scared
everyone, and I’m pretty sure no one ever se*ually harassed her.
She was retaliating because I had written her up multiple times.
I was immediately vindicated, and my boss eventually fired
her for unrelated reasons.
But long after she was gone,
other managers continued to make comments like “Have you seen
Satan lately?” Though it didn’t hurt my career, it terrified me
to think of what the ramifications could have been if the
company had believed her.
Understand that if you're a
manager who's accused of any labor law violation, you face an
uphill battle in which the burden of proof is more like this:
"Be able to prove beyond the shadow of the shadow of the
shadow of a doubt that you did nothing wrong!"
way to meet this burden of proof is to practice the three
cardinal rules of management:
If it's not in writing, it didn't happen.
To Your Success,
If you hate doing performance evals (as
most people do), this is one reason you have to do them. They
automatically create a paper trail that protects you as a
manager if you’re ever falsely accused of anything.
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