Here’s something to consider when disciplining a supervisor or manager: She probably won’t be able to get away with blaming a subordinate for her own.
Employers are entitled to expect managers to manage.
Recent case: Patricia Lolley, who has a heart condition, was fired from herjob at an energy company when forms her section was responsible for sending out were late.
Lolley sued, alleging disability discrimination. She said a subordinate was responsible for the problems that led to the late forms.
But the court tossed out her case, reasoning that Lolley was supposed to manage her subordinate. Failure to do so was a legitimate reason to fire her—not an excuse to get rid of someone who might be disabled. (Lolley v. Carson Energy Group, No. 09-CA-674, WD TX, 2010)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Beware: 'Association discrimination' is new HR worry
- 3 ways to run more effective meetings
- NJLAD now prohibits gender-Identity and expression discrimination
- What happens next? An alleged harassment victim doesn't want to come forward