When employees file their own lawsuits, judges often bend over backward to help them out. They reason that employees who lack legal expertise deserve a little slack in court.
That’s when it becomes crucial for employers to come to court armed with solid evidence that they handled the employee fairly.
Recent case: Alfred Rodgers worked as a city housing inspector until he was fired for alleged. Representing himself, he sued for race and age discrimination.
But the city came into court armed with clear documentation showing that Rodgers falsified work claims, distributed union materials during work hours and inspected only half the properties assigned to him. Plus, it showed no other employees were treated more favorably following similar conduct. His case was dismissed. (Rodgers v. City of Cleveland, No. 1:09-CV-2165, ND OH, 2010)
- No need to investigate harassment complaints clearly not covered by anti-discrimination laws
- Tell supervisors: No stereotyping based on national origin
- Swift response is key to derailing harassment claim
- Tell bosses: Accept settlement without comment
- Base bilingual hiring decisions on language skill, not ethnicity