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Firing for poor work or rule breaking? Clear business reason will beat lawsuit

by on
in Discrimination and Harassment,Firing

It’s essential to be able to cite a legitimate business reason for firing an employee. Oh, sure, most workers are at-will employees, who can be fired for any reason or no reason at all, as long as your actions don’t violate anti-discrimination laws.

That can tempt some supervisors to get lazy and fire a difficult employee without documenting exactly why. That’s a big mistake.

Instead, insist that all disciplinary actions be justified by a good business reason. That way, if the employees sue for alleged discrimination, you have something to counter the claim.

Recent case: Honhyuan Lu, a woman of Chinese national origin, worked for Chase as a financial ad­visor. She was fired after the branch hired two men—one of Chi­nese origin and another of Korean origin.

Lu sued, alleging she had been terminated due to her gender or national origin.

But Chase was ready to explain. It had hired the other employees in an attempt to raise the branch’s perform­ance. It terminated Lu because it had detected irregularities in her sales practices. That was enough to get the case dismissed. (Lu v. Chase In­vest­ment Services, No. 10-208, 2nd Cir., 2011)

Final note: Remember, courts are looking for ways to toss out lawsuits. They don’t want to hear every em­ployee complaint about unfair treatment. As long as employers have a rea­son that sounds legitimate, chances are courts will support the employer’s decision. Just make sure you document the decision-making process.

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{ 2 comments… read them below or add one }

williams December 10, 2011 at 11:10 pm

Its obvious that you or the court are not interested in doing whats right or the truth. You too will have to stand and account for the way you lived , before god.

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williams December 10, 2011 at 11:08 pm

Its obvious you or the court really dont care about doing whats right or the truth. You too will have to stand and account for your actions before god.

Reply

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