You never know which terminated employee will sue—or how long he might wait to do so. That’s why it’s important to document everything leading up to the termination. Then make it your policy to retain firing-related documents indefinitely.
Recent case: Janitor Ralph McCullough got into an argument over his performance. At a meeting with several other employees of the Trenton school system, he allegedly said that all the stress might make him violent.
The school system promptly fired him and took statements from everyone who heard McCullough’s outbursts.
Seven years later, he filed a discrimination lawsuit.
The court quickly dismissed McCullough’s case after the school system produced solid evidence—the co-worker statements—that he had been fired for making threats. (McCullough v. Trenton Board of Education, No. 07-5341, DC NJ, 2010)
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/11455/document-and-retain-evidence-that-led-to-firing "
- Heed the legal limits of video monitoring in the workplace
- Document reason for termination to make sure courts don't second-guess your decision
- 'Firing manager' should be same one who did the hiring
- Offer several ways to complain of harassment to guard against supervisor inaction
- Human Rights law now allows fines for employment bias