Supervisors sometimes say incredibly dumb things. But those remarks won’t necessarily create liability—if you have carefully documented.
Recent case: Robert Dickerson worked for a college as a part-time janitor. He has mild mental retardation. He also has a long history of. He filed an EEOC complaint about discrimination following several poor evaluations.
Then he asked his supervisor what he could do to be hired full time. The supervisor offered advice: Don’t sue your employer.
Later, Dickerson was fired for poor performance. He sued, alleging the supervisor’s comment was clear evidence of retaliation.
The court said the remark was “imprudent” but that it was still clear Dickerson was terminated for poor performance. (Dickerson v. Board of Trustees, No. 10-3381, 7th Cir., 2011)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- No need to bend seniority rules to accommodate disabled employees
- State Laws On Final Pay: What And When To Pay Terminating Employees
- Not picked for unpaid additional duties? That's not grounds for discrimination suit
- Honesty clause on application can stop frivolous lawsuits