Some employers’ policies are stricter than others, such as zero-tolerance policies against theft. But it’s more important how you apply your policy than what the policy says.
If you establish super-strict rules, yet apply those rules consistently, it doesn’t matter if the rules are Draconian (at least from a legal-liability standpoint). What matters is that you apply the rules in good faith to everyone. Get that message across to your managers.
Recent case: A trucking company’s strict anti-theft rule warned employees that converting any freight to personal use was a termination offense. So it decided to fire dock worker Milton Jones after he took a damaged water bottle from a case and handed it to a co-worker. Jones sued for race discrimination, but the 5th Circuit Court of Appeals dismissed the case. It reasoned that an evenhanded application of the no-theft policy, even if that policy was extreme, was a valid reason for the discharge. (Jones v. Overnite Transportation, No. 05-20363, 5th Cir., 2006)
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/2290/consistent-discipline-your-best-defense-against-firing-bias "
- Don't push for exam if employee can do job
- Clear policy, training: Your best defenses against co-worker harassment lawsuits
- Focus on concrete qualifications in hiring, not esoteric 'chemistry'
- Accommodate disabled workers, but don't accept mediocre job performance
- Don't assume whether or not workers can pass job tests