Smart employers have policies that require supervisors to document all discipline. That documentation can come in handy if a discharged employee decides to sue. The fact is, employers usually win lawsuits if they show they had a legitimate reason for an employment decision. Good records make that easy.
Recent case: Saonarah was fired from her job at a correctional facility and sued, alleging disability discrimination and retaliation for requesting an accommodation and reporting sexual harassment.
She lost the case after her former employer showed the court Saonarah was terminated for leaving an inmate’s cell door unlocked and bringing a cellphone into the facility against employer policy. She had nothing else indicating that the underlying reason was not the real reason she was fired—just a hunch. That’s not good enough to win. (Jeudy v. Attorney General, Department of Justice, No. 11-15838, 11th Cir., 2012)
- Brush up religious-bias policy; workplace getting more diverse
- Use 'stay' interviews to boost retention
- Certain you had a good reason for firing? Don't agonize over decision--or fear a bias suit
- Remind managers: Justify deviations from disciplinary rules
- Employees criticizing the firm? Where to draw the line