When you're thinking about discharging a problem employee, consider running a. In many cases, discovering a serious crime conviction can provide additional justification.
Just make sure to follow Pennsylvania's Criminal History Records Act, which requires that the conviction be related to the employee's suitability for the job. And treat all employees alike.
Recent case: Josephus Nyema, a Liberian-American, sued his employer for alleged national origin and race discrimination. His case was dismissed when the county showed it fired him because of hisand a forgery conviction, not his race or national origin. (Nyema v. County of Mercer, No. 06-1120, 3rd Cir., 2006)
- Conduct age audit to show you don't favor young workers
- Harassment Investigations Must Be 'Fundamentally Fair' to the Accused
- Would your high school self approve of how you're managing?
- Before reorganization, draw up a staff contingency plan
- Use 'general public' test to determine whether employee is disabled under the ADA