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)
- Is car trouble a firing offense?
- Go ahead and grant 'disability leave'— but don't assume employee is disabled
- 7 elements of a social media policy that limits your liability
- Years-old comments won't support discrimination claim
- Is an employee's refusal to cooperate with an internal investigation a firing offense?