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)
- In discharge meeting, follow 2-and-1 rule: Two company reps, one reason for termination
- Tell bosses: No comments on insurance cost, age
- Keep employees by defanging a bully
- What should we have said—and say in the future—about an employee fired for theft?
- How to thwart bias lawsuits: Have supervisor who did the hiring also handle firing