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It's not just about lawyers. The lawyers don't get involved until someone comes along and suggests that there may be a complaint; i.e., the people involved get
by cookiecaper 12y ago
It's not just about lawyers. The lawyers don't get involved until someone comes along and suggests that there may be a complaint; i.e., the people involved get alienated and offended before the lawyers enter the picture.
Most people do not take criticism well at all and in all honesty, most people don't want a big, honest list of their infractions, even if they claim they do.
Consider also that many times employment decisions are entirely petty and done just because someone in the chain of command doesn't like the "laid off" individual. There are various terms that are corpo-speak for this. Employment in an organization is really professional likeability management, which is a tricky, fickle field.
- fnordfnordfnord 12y ago>The lawyers don't get involved until someone comes along and suggests that there may be a complaint Lawyers are involved from the very beginning of a layoff. They make the template. >most people don't want a big, honest list of their infractions, even if they claim they do. If one's immediate supervisor is doing their job, the employee will already know what would be on the list.
- bphogan 12y agoThis. And if you check the credentials of people in HR, you'll probably find someone there with a JD.
- cookiecaper 12y ago>Lawyers are involved from the very beginning of a layoff. They make the template. Right, I guess I meant that lawyers don't (or maybe, didn't) become a concern until someone was disgruntled enough to make spurious legal claims. They're involved now as a preventative measure, which I acknowledge in other comments, but what I'm saying is that if people were able to take a list of infractions in stride and improve on them, companies would be much less worried about the potential legal liability incurred by given honest feedback to employees.