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Thorshammer |
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#1
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Senior Member ![]() ![]() ![]() Group: Members Posts: 749 Joined: 11-November 03 Member No.: 1,335 ![]() |
I need some direction from anyone that has dealt with employment law in California. I have a situation that has arisen, and need some advice. Please PM. Thanks,
Erik |
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Carl |
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#2
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Ummm ... what? ![]() ![]() ![]() Group: Members Posts: 781 Joined: 17-January 03 From: San Jose, CA Member No.: 163 Region Association: Northern California ![]() |
As an employer in California, Fiid's advice is solid. Termination of an employee for poor performance normally requires written notice and an opportunity to correct the problem.
Termination for other business conditions is a different matter. Layoffs because of a decline in business or restructuring the company don't require advance notice or an opportunity to fill an open position. Just be sure your employer doesn't use the restructuring claim to shortcut the termination process for percieved poor performance. Again, I think Fiid's advice is good - try to divert the emotional component and focus on the performance question. It's hard to do but may save a job you like. Carl |
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