Like any responsible employer, your organization probably has a comprehensive employee handbook that details your internal policies and how you handle disciplinary decisions. But no handbook can cover every possible situation. So it’s not enough for supervisors and managers to simply cite a particular rule violation as the reason for firing or suspending an employee. They should do much more.
Here’s why: If they only list the violation—for example, dereliction of duty for leaving the workplace without permission—an employee alleging some form of discrimination may point to another employee who received a lesser punishment for the same violation.
To counter such a claim, managers and supervisors must be able to accurately describe all the facts about the discipline and what led to it.
That requires carefully documenting the entire investigative and disciplinary process. If they do, they’ll be able to explain why th...(register to read more)
- Simply failing to find work doesn't prove defamation
- Honesty clause on application can stop frivolous lawsuits
- Check yourself: Can you show equal treatment at discipline time?
- What you should absolutely, positively NOT say in a performance review
- Court: Punishment for helping outsider file harassment complaint isn't retaliation