Guess which of your employees are among the most likely to file a discrimination complaint, request ADA accommodations or ask for. Those who know they’re in trouble at work.
They think that by doing so, they’ll make you think twice before discharging them.
If that doesn’t keep you from firing them, guess what happens next. They file a retaliation lawsuit, claiming the discharge was retaliation for engaging in so-called protected activity.
Counter those moves by keeping careful records of all your decisions—in real time. That is, document each step of the disciplinary process at the time it occurs. Then you will be able to produce proof that you made your decisions before any protected activity occurred, or that you based your decision on completely independent and legitimate business reasons.
Conversely, nothing looks worse to a judge or jury than records created after the fact or oral testimony about what happene...(register to read more)
- Troublesome trainee? Document difficulty from Day One
- The kids are all right! Rekindle a childlike wonder in jaded workers
- Court upholds validity of employment agreement that required binding arbitration
- Independent contractors, others can be plan beneficiaries
- Stanley Furniture settles racial harassment suit