Do you worry about every detail of discipline and make sure all the facts are completely accurate? Your concern may be needless.
Employers certainly have to be fair when disciplining, but judges know HR departments aren’t courts of law—and they don’t demand proof beyond a reasonable doubt.
Recent case: Mall security guard Deborah Cook sued, claiming she had been terminated after complaining about sex discrimination. She said her supervisor made offensive comments and then had her fired.
Her employer said it never fired Cook, but merely transferred her after receiving complaints from co-workers that she was hard to work with. Seeking to counter that story, Cook tried to exclude from evidence internal memos about her deficiencies.
The court refused and focused on’s belief that the memos contained sufficient justification to transfer Cook. (Cook v. IPC International, No. 09-275, SD IL, 2011)
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/14874/dont-sweat-details-if-your-discipline-decision-is-sound "
- Courts' common sense means money back for victorious employer
- EEOC: Bakery boss handled more than one kind of bun
- Mineral Met hung out to dry following noose incident
- Brooklyn bookseller pays $180,000 for discrimination
- Have a progressive discipline system? Beware giving more leeway to younger employees