Direct Manager – Protecting Your Employees’ Rights With Conduct Stay Interviews

A legal restraint is basically a legal restraint on the conduct of some activity. There are many different forms of legal restraint. Generally, a court has the authority to restrict certain conduct from happening. In a criminal case, a judge, with the advice of a jury, has the authority to bar a person from being able to act. The person is deprived of the right to act and may be punished for their violation. In a civil case, a judge, with the consent of a jury, has the authority to bar a person from engaging in some conduct.

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A legal restraint on the conduct occurs when a person is prevented from performing some specific conduct due to the fact that they are required to do so by statute, rule, or legal precedent. For example, if a company sends someone into a plant to hire new employees, it must post a written employment contract requiring all potential candidates to take a conduct stay interview. If a new employee does not show any signs of interest within a reasonable amount of time after the conduct stay interview, the employer can fire that person.

In these types of cases, the employer has the burden to show why that action was necessary in light of the applicant’s poor performance. This evidence is often used by district judges in labor disputes. These rulings are called factual evidence exemptions. Based on this evidence, courts often find the employees’ conduct was unlawful. As a direct manager, it is your job to make sure all employees follow the employment policies that are laid out in the manuals that you create for each specific department.

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