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Dealing With Employees Who Have Been Charged With A Crime
November 15, 2017 @ 1:00 pm - 2:30 pm$209
One of the most perplexing problems that can confront an employer arises after the employer discovers that one of its employees has been arrested and charged with a crime. Under our legal system, the familiar mantra is that an arrested person is innocent until proven guilty. So, what can you do to address situations where an employee has been arrested, or has been charged, or incarcerated for a crime but has not yet been convicted? For example, can an employer fire such an employee before any charges have been the subject of a formal trial? Alternatively, can the employee be suspended for such an offense and if so, is it justifiable to do so with or without pay? Because more and more employers are finding themselves faced with this dilemma, this topic will include a discussion on the legal limits on what you can do when faced with this problem and will also provide useful guidelines on how best to craft workplace policies and procedures to best prepare yourself to address such situations.
- You will be able to discuss drafting policies and procedures to address situations where information is gained about an employee’s arrest.
- You will be able to review steps employers should take before implementing any discipline against an employee who is charged with a crime.
- You will be able to recognize the legal difference between a felony and misdemeanor, and the impact this difference should have in assessing potential discipline against an arrested or charged party.
- You will be able to describe the potential for legal action arising from actions taken by an employer against an arrested employee who has yet to be convicted of a crime.