Never let fired employee unfairly blame bias; be prepared to prove performance deficiencies — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily

Never let fired employee unfairly blame bias; be prepared to prove performance deficiencies

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in Discrimination and Harassment,Firing,Human Resources,Leaders & Managers,Performance Reviews

Employees who have lost their jobs have very little to lose and everything to gain by suing their former employers. The same is true for lawyers thinking about representing them. A good plaintiff’s attorney will gladly delve into your business, looking for the basis of a potentially winning lawsuit.

Something as isolated as a super­­visor’s outburst impugning the em­­ployee’s ancestry, religion, race or national origin may launch a lawsuit.

Your best defense when firing: Al­­ways carefully document a performance-related reason for the termination. That will trump all but the most egregious cases of supervisory expressions of bigotry.

Recent case: John Feeney went to work for Jefferies & Co., as a senior vice president. After six months, he got his first review. It indicated that his supervisor was not pleased with Feeney’s communication style. Feeney signed the evaluation and added a note that said he had “made a personal co...(register to read more)

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