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)
- When FMLA leave expires, no need to offer more time off to balance work/life issues
- Asking for Test Results Is OK if a 'Business Necessity'
- Progressive discipline and pregnancy: Can the process continue?
- You don't have to raise arbitration pact with EEOC
- Is intermittent leave for childbirth OK? Only if you agree