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)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Follow the discipline rules in your handbook to defeat discrimination claims
- Don't let office romance poison workplace; third parties can sue
- Ensure direct way to report discrimination to HR
- Riffed Latrobe staff wants EEOC inquiry: Was bias involved?