Employees with flimsy cases sometimes decide to sue anyway, acting as their own attorneys. No matter how frivolous such a lawsuit seems to be, face it head on and fight for dismissal.
Recent case: Teacher’s assistant Hazel Goraya threatened a co-worker. She was suspended—and also written up for leaving children unattended while taking a smoke break.
Goraya sued for discrimination, acting as her own attorney. But she offered no evidence and simply told the court that the discrimination happened and her employer refused to settle.
The court tossed out her case soon after the school explained no other employees had threatened others or abandoned children to smoke. (Goraya v. Barbara Jordan Child Development Center, No. 10-5212, SD TX, 2011)
- Court: Applicants must apply first before they sue for hiring discrimination
- Double duty: Regulating moonlighting and following the law
- Carefully track all discipline details to show you treat all employees fairly
- Go ahead and detail performance problemsâ€”criticism isn't an adverse employment action
- Is a policy still a policy if it's not in writing?