If you don’t have a chance to personally observe an employee’s behavior, don’t rely solely on a supervisor’s termination recommendation. Instead, conduct an independent investigation to verify the supervisor’s claim.
Otherwise, any employment decision based on that recommendation can be tainted by the supervisor’s hidden bias.
Recent case: Cathleen Schandelmeier-Bartels, who is white, worked at a Chicago Park District summer camp. Her supervisor was black, as were some of the children attending the camp.
When a black child was suspended for misbehavior, Schandelmeier-Bartels called his guardian to pick him up. His aunt arrived and was placed in a room with the child. Schandelmeier-Bartels said she heard what sounded like hitting and a child screaming. When she investigated, she saw the aunt’s arm raised above her head, a belt looped in her hand. The crying child had a welt on his arm. Schandelmeier-Bartels told the aunt to s...(register to read more)
- Even with arbitration, some claims may go to trial
- Dispense employee medical information only to those who truly need to know
- Take it on faith: You can accommodate religious diversity
- Write concrete terms into your policies; don't waffle
- You may have to agree to part-time schedule after employee returns from FMLA leave