Some employees who are quick to anger may not have theneeded for a promotion, even if they are technically qualified to do the job. If you choose not to promote a hothead, few courts will second-guess your decision—as long as interviewers noted their misgivings and explained them in interview summaries.
Recent case: Deborah worked for the U.S. Postal Service and was technically qualified for her job and others that she sought. However, she had a history of, based largely on her lack of interpersonal skills.
Deborah applied for a promotion and was interviewed. The interview notes indicated that toward the end of the conversation, she grew angry and argumentative.
When she wasn’t picked, she sued, alleging she was the best qualified candidate for the job.
The post office said she wasn’t chosen on account of her poorskills; it emphasized the argument that occurred during her interview.
The court tossed out Deborah’s case, concluding that the post office had shown it had legitimate reasons for selecting someone else. It noted that not only did Deborah have a history of being warned about her interpersonal skills, but the interviewers had taken her argumentative interview into account and documented her behavior. (Bringley v. Donahoe, No. 11-4971, 2nd Cir., 2012)
Advice: Establish a specific procedure for promotion interviews. Have the interviewers take contemporaneous notes to be included in an interview summary.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/33762/worried-candidate-is-too-volatile-to-promote-reason-enough-to-give-the-job-to-someone-else "
- New tax law delivers savings--and benefits changes--that affect HR
- HR legislation in Congress: What's hot, what's not?
- Open internships to older, experienced applicants
- Court: Applicants must apply first before they sue for hiring discrimination
- Supreme Court expands time to sue over policies with disparate impact