Full Answer Section

1. o comply with legal requirements. Many laws and regulations require employers to keep certain records about their employees. For example, the Fair Labor Standards Act (FLSA) requires employers to keep records of employees’ hours worked and wages paid.
2. To protect the organization from legal liability. Accurate records can help the organization defend itself against lawsuits, such as discrimination or wrongful termination lawsuits.
3. To make informed decisions about employees. Accurate records can help employers make informed decisions about employee performance, compensation, and benefits. For example, if an employee is consistently late for work, the employer can review their attendance records to see if there is a pattern.
4. To provide documentation for employee benefits. Accurate records can be used to provide documentation for employee benefits, such as health insurance and retirement benefits.

Session 2: Ethical and Legal Termination

This session will discuss the legal and ethical aspects of terminating an employee. When terminating an employee, it is important to follow the correct procedures to avoid legal liability. It is also important to be aware of the ethical implications of termination decisions.

There are a number of legal requirements that employers must follow when terminating an employee. These requirements vary from state to state, so it is important to consult with an employment lawyer to ensure compliance.

Some of the ethical considerations that employers should take into account when terminating an employee include:

• The employee’s performance and behavior. Is the employee meeting the expectations of their job? Have they been disciplined for any reason?
• The employee’s seniority. How long has the employee been with the organization?
• The employee’s age. Is the employee over the age of 40? If so, the employer may be subject to age discrimination laws.
• The employee’s disability. Does the employee have a disability? If so, the employer may be subject to disability discrimination laws.

Session 3: Succession Planning

This session will discuss the process of identifying and grooming an internal candidate to move into a senior-level leadership position. Succession planning is important for organizations to ensure that they have a pool of qualified candidates to fill key positions when they become vacant.

There are a number of steps involved in succession planning, including:

1. Identifying key positions. The organization should identify the key positions that need to be filled through succession planning.
2. Identifying potential candidates. The organization should identify potential candidates for the key positions.
3. Developing a succession plan. The organization should develop a plan for grooming the potential candidates for the key positions.
4. Implementing the succession plan. The organization should implement the succession plan and monitor its progress.

Conclusion

These are just a few of the topics that will be covered in the three brown bag sessions. These sessions are designed to provide HR professionals with the information they need to effectively manage employee records, make ethical and legal termination decisions, and develop a succession plan.