Judges don’t want your job. They don’t see courtrooms as publicly funded HR offices, and will often try to defer to employer decisions as much as possible. That’s a huge advantage for employers.
Capitalize on that by giving the court something to hang a favorable decision on. That something is often a clear and fair disciplinary process.
Judges love it when employers give their employees a chance to improve. They like to see reasonable and objective. They want to see records (created contemporaneously) showing all those efforts and how the employee responded.
The result: Employees who fail to rise to the occasion don’t usually fare well in court.
Recent case: James Haigh was 60 years old when he went to work for Gelita as a senior process engineer. Because he had been involved in a car accident before joining the company, he needed reasonable accommodations. Those included the help of an assistant to ...(register to read more)
- Don't let opinions of employees cloud your decisions
- Background checks: Close holes in your employee screens
- Establish clear performance expectations so courts can judge if employee was meeting them
- Investigations must be thorough, but not bulletproof to justify discipline
- Poor economy, new legal peril: Refusing to hire the unemployed