Here’s a reminder that you need to document disciplinary and workplace problems for temporary contract employees, too. It doesn’t matter that they know they only have a job for a set period of time.
Recent case: Rosario worked as an enumerator for the 2010 U.S. Census, knowing that her work was for a set period and would end once the census was complete. After the contract ended, she sued, alleging that she had really been terminated because of discrimination, while others had been kept on.
But the court tossed out the case after the Census Bureau showed that her work had not been of as high quality as that of the retained workers. (Taylor v. Anderson, et al., No. 12-3002, 3rd Cir., 2013)
Final note: Keep detailed records on all workers, just in case you need them later.
- Strictly limit employee medical information just to those who need to know
- Do You Need More 'Think Time' in your day? A 16-Question Self-Quiz
- Investigations: You can (and should) demand silence from all participants
- The HR I.Q. Test: July '11
- Act fast and fairly to investigate when employee complains of hostile work environment