It’s frustrating when an employee continually claims to be the victim of discrimination while internal investigations show that just isn’t so. It takes a toll on bosses, who don’t want their reputations besmirched. It can harm the whole organization if it develops an undeserved reputation as a workplace where discrimination is pervasive.
But many employers shy away from punishing these kinds of serial complainers. Their fear: That disciplining the employee will lead to a charge of retaliation. They figure they simply have to live with the constant complaints and false accusations.
They don’t have to.
If an employer is confident the employee’s charges are false, it can terminate the employee. That’s true even if you turn out to be wrong—because what matters is your good-faith belief that the employee made up the discrimination claims.
Advice: Run the situation by your attorney first to make sure you have properly...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- OK to terminate disabled worker—If there's no way to accommodate
- The HR I.Q. Test: March '08
- How not to fire complaining employee: Use pretext, don't document real reasons
- Performance Reviews: Employee Self Evaluation Form