It used to be that managers picked up the phone when seeking HR’s input on how to handle an employee problem. These days, they send an email. That can spell big trouble.
Email, unlike a phone conversation, leaves a perfect record of what transpired. And courts don’t hesitate to use email as evidence.
If the tone of an email seems questionable, discuss it—in person—with the sender. Supervisors may not realize that their written words may come back to haunt them.
Recent case: Brenda Myers worked in the office at Wickes Furniture. When a shipment arrived, she volunteered to help move the merchandise onto the showroom floor. That’s when she strained her back.
The next day, Myers went to an urgent care clinic for treatment. Shortly after, her doctor placed a lifting restriction on her and ordered physical therapy. At one point, Myers underwent an independent medical exam and was cleared to return to work with no restrictions. Her...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Lawsuit-proof your company: 20 tips from HR peers
- You're not Dr. Phil! Resist temptation to label underperformers' problems
- Worker doesn't have to say 'Harassment' to make claim
- Need incentive to brush up anti-discrimination policy? Here it is