Are you hearing that a supervisor is making less than flattering statements about a disabled employee or disabled individuals in general? Then it’s time to call in the supervisor and explain to her it has to stop.
That’s especially true if the supervisor happens to have a disabled employee under her direction and recommends that the employee should be terminated.
Recent case: Roslyn McCoy has a learning disability, dyslexia. She was hired to work for the Department of the Army under a federal program that provides additional funding for agencies that hire people with disabilities on a trial basis. Her supervisor was Linda Brown.
Before McCoy started work, she and Brown discussed accommodations that McCoy would need to succeed as an administrative assistant. One of those was the promise that Brown would proofread McCoy’s work.
Things went well enough, and Brown converted McCoy’s temporary position to a longer two-year assig...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- N.C. law protects workers who refuse boss's sexual advances
- Different starting salaries for same job? Be prepared to explain why
- Make sure your handbook includes a disclaimer—And that employees sign it
- Comment alone won't support hostile environment claim