Employees who are terminated often look for some underlying, illegal reason and sue. Smart employers focus on documenting clear rule violations that justify termination decisions.
Recent case: When Robin Morrow began working for Verizon selling services like Internet access, she already had a medical condition. She began takingfor treatment as soon as she became eligible.
About that time, supervisors began getting complaints from customers alleging Morrow was adding services without their permission. Verizon investigated, verified the complaints and terminated her.
Morrow sued, alleging she was being punished for takingleave. The court tossed out the case, based on the clear documentation that she was fired for adding unrequested services. (Morrow v. Verizon, No. 09-CV-00744, WD PA, 2011)
- Does the Pregnancy Discrimination Act grant additional maternity leave?
- Employees and former employees have up to 3 years to file suit under FMLA
- An honest mistake won't sink you
- You must follow no-Fault absenteeism policy to the letter
- Can we deduct pay from exempt employees who have used up PTO and FMLA leave?