Employees who fear their jobs are in danger often try to find some way to protect themselves from being fired. For example, the employee will suddenly report sexual harassment, take
Treat such claims professionally despite any skepticism you may have. Apply your existing policies and investigate the worker’s claim—all the while continuing to build the disciplinary record you need to justify termination.
Don’t dismiss the new claims without an investigation. That makes it look as though you are out to get the employee. Instead, take the employee’s new claims in stride. It is likely the claims will prove to be without merit.
Of course, if your investigation shows that the new complaints are valid, take whatever action you would take in any other similar case.
Recent case: Carlos Arteaga worked for Brink’s, an armored transportation company....(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Track every step in your promotion process
- Boss keeping an eye on underperformer? Make sure he's not being unfairly singled out
- Beware sudden scrutiny after employee voices bias concerns
- Don't allow managers to issue hasty termination letters