• LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

Get all facts straight before deciding to discharge

by on
in Employment Law,Firing,FMLA Guidelines,Human Resources

Don’t jump the gun when it comes to firing an employee for breaking a rule. For example, if you have an attendance policy that requires termination after a certain number of absences, be sure the employee actually missed all those days.

Recent case: Charles Ihenacho worked for Green Tokai and needed surgery for a nonjob-related condition. Plus he had hurt his side at work. He got FMLA leave and planned to return as soon as his doctor cleared him for work.

Green Tokai’s policy called for terminating employees who missed more than 10 days. After Ihenacho was cleared for work, he continued to miss days. On the 11th day, he was fired.

He sued for retaliation, and claimed he was present that day. The court said a jury should decide the truth—and whether retaliation occurred. (Ihenacho v. Green Tokai, No. 3:08-CV-390, SD OH, 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/12078/get-all-facts-straight-before-deciding-to-discharge "

Leave a Comment