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)
- How far must we go to accommodate employee's need for religious days off?
- Pay attention to rising complaints of 'same-race' bias
- Know the difference between whistle-blowing and an employee looking for an excuse to sue
- Uneven Comp-Time Policy Can Cause Trouble
- Discipline, by any name, offers defense against bias claims