If you're reluctant to settle an EEOC case out of fear that it will set a precedent for other claims made against your organization, here's a piece of good news: An employee can't base a discrimination claim on a settlement that you reached with another employee.
Recent case: AT&T terminated Christine Ramon when she exhausted her short-term disability leave and didn't return to work on time. She sued, alleging discrimination.
As proof, she pointed to another employee whom AT&T had given three extra days to return to work after using up her disability leave. That convinced Ramon that AT&T had a "three-day grace period" for coming back to work but it had refused to let her use it.
AT&T insisted that it didn't have a grace-period policy and said the other employee kept her job as part of a confidential settlement. The 11th Circuit agreed, concluding that Ramon couldn't base a discrimination claim on another employee's confidential settlement. (Ramon v. AT&T Broadband, No. 05-15143, 11th Cir., 2006)
Final tip: If possible, insist on keeping settlements confidential. That avoids a public record of alleged discrimination that could put ideas into other employees' heads.
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/2013/dont-fear-that-settling-a-lawsuit-will-affect-later-case "