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The NLRA applies to almost every employer, and the NLRB can exert outsized influence.

Don't assume you can fire a worker who lied on their application or who holds a second job.

Your handbook must contain information on the FMLA and an anti-harassment policy.

Use these examples for guidance when disciplining employees.

Document every disciplinary action with specific information to justify those decisions.

Include “who, what, where, when, why” details when documenting employee issues.

Document why the employee deserves termination while others were not in case the employee sues.

Document poor performance early to prove discipline was in the works before the employee complained.

PIPs should be clear about what may occur if the individual’s behavior or performance does not improve.

PIPs can help turn around an underperforming worker and demonstrate your good faith to courts.