Before you terminate an employee for breaking a company rule, be sure that you have someone else look at the situation. Never rely strictly on the supervisor’s view of events.
Recent case: Patricia worked as a bank teller and told her supervisor that she suffered from multiple sclerosis (MS). Shortly after, her boss recommended firing Patricia for a “forced drawer reconciliation,” something bank rules prohibited. The bank investigated and decided she deserved to be terminated for breaking the rule.
She sued, claiming disability discrimination. The court tossed the case, since the bank independently verified the rule violation. (Frank v. PNC, No. 12-34, WD PA, 2013)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Good cause to act? Don't wait to terminate
- OK to voice concern about age as long as you don't base termination decision on it
- Memo to managers: There's no reason to discuss why employee was terminated
- Boss comments don't excuse employee violations