Companies that don’t change with the times risk going out of business. But change can be uncomfortable for employees, especially if it affects them directly in lost pay, status or even continued employment.
Don’t let the possibility of a lawsuit keep you from making necessary adjustments. Court will leave business decisions to you, even if you’re constantly reorganizing.
Recent case: Shai, who is disabled, sued his employer after a series of reorganizations left him demoted and earning less. He claimed that the reorganizations were merely a pretext for discrimination.
The court quickly tossed out the case since Shai had no actual evidence that his disability played any role in’s economic moves and performance-based decisions to twice demote him. Simply put, the employer was free to adapt to changing conditions. (Ben-Levy v. Bloomberg, et al., No. 12-2795, 2nd Cir., 2013)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- In harassment cases, consider transfer to cut risk of continuing liability
- Female police officer says drunken male cops treated better
- Anyone can challenge medical inquiries, not just disabled workers
- Prof at California University alleges gender discrimination