An employee who claims he was discriminated against has to prove, among other things, that he was meeting his employer’s legitimate expectations at the time he was fired. Those expectations include behaving appropriately with co-workers. An incident or two of aggressive or disruptive behavior is reason enough to terminate an employee.
Simply put, you don’t have to put up with employees who can’t get along with others, raise their voices, slam doors and generally act as if they could explode into a rage at any moment. Those are legitimate firing offenses.
Recent case: Anthony, who is black, was hired as an intern in a federal career program. Internships last two years, with the first year being probationary.
Almost immediately, he got into an argument with another employee who was supposed to be his mentor. Anthony had demanded to know why he wasn’t selected to attend a training session. The mentor described Anthony’s beha...(register to read more)
- Nine years later, Prudential settlement not quite settled
- Document all employee record requests
- Use this simple rule when interviewing: If it could be a slur, don't say it
- Watch out for retaliation—even if employee never made formal discrimination complaint
- Caution on mandatory arbitration! Decisions almost impossible to overturn