The VM Blog
In our blog, you’ll read about everything from workplace misconduct, report writing, and investigating stale complaints to interviewing non-employee witnesses. We hope these articles help you better understand the investigative law process, where common misunderstandings and hold-ups happen, and best practices we can all employ.
This Looks Bad
Employee discipline in “at-will” employment is fairly simple—an employee can be disciplined for any reason or no reason, just not for an unlawful reason (race, sex, religion, whistleblower retaliation, etc.). In public employment and unionized workplaces, however, the dynamic is different. Due process rights and collective bargaining agreements usually mean discipline can only be imposed “for cause.” This puts employers and rule-makers in the position of having to list, justify, and possibly negotiate what “for cause” means.