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 (register to read more). Feeney signed the evaluation and added a note that said he had “made a personal co...
- Do the math before taking action <br/> against employee on FMLA leave
- 'Customer preference' is no reason for discriminatory hiring choices
- Appeal to older workers with these 4 health plan 'Extras'
- If new employee clearly isn't working out, fire and move on
- Know the difference: Race discrimination isn't the same as national-origin discrimination