Mid-State Motors of Fort Wayne will pay $1.1 million to a former sales manager for retaliating against him after he filed an EEOC complaint. The sales manager, Trent Chapin, was replaced by a Pakistani Muslim employee shortly after a new Pakistani general manager took over the dealership.
Chapin claimed the general manager systematically terminated U.S.-born employees and replaced them with less qualified Pakistani Muslims. Chapin later was told to withdraw his EEOC complaint or be fired for nonperformance. He tape-recorded the threats.
The court did not find discrimination, but it did find that the dealership retaliated against Chapin.
Advice: Firing an employee after any discrimination complaint, and especially after an EEOC filing, is a quick ticket to court. That’s true even if, as in this case, the underlying discrimination complaint doesn’t stick. That’s why it’s so important to teach managers and supervisors that it’s illegal to “get back” at employees who file legal complaints.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Review severance pact for clarity; define 'for cause' terminations
- Beware of requiring lengthy travel without paying for worker's time
- Is job-hunting a firing offense?
- How much cooperation must we give to a state discrimination investigation?