It might make sense to give newer employees a bit more leeway when it comes to discipline for poor job performance. After all, sometimes it takes time to learn a job well.
But if the newer employees happen to be younger than another, older employee who doesn’t get the same benefit of the doubt, you may have an age discrimination lawsuit on your hands.
The best approach: Hold every employee to the same disciplinary standards. If you have asystem, follow all of its steps unless you have a very good and defensible reason to deviate.
Recent case: Christine Earl worked as a recruiter for Nielsen Media Research. She was hired in 1994 at the age of 47 and fired at age 59.
Her job had been to sign up families to track their television viewing habits. The job required careful adherence to demographic and location standards so Nielsen could effectively market the information it gathered.
Nielsen had a comp...(register to read more)
- EEOC sets stage for Title VII protection of transgender workers
- Aggressive defense makes short work of litigation
- New risk: Workers can claim retaliation even if there's no adverse job action
- Turnabout is fair pay: EEOC broke overtime law
- Unlike employees, partners can't pursue bias claims under employment laws