It’s crucial to prepare accurate notes about any meeting in which managers are discussing whether to terminate someone. Make sure those notes are so clear that they can’t be open to multiple interpretations.
Otherwise, a jury might hear a simple question like, “Can we get in legal hot water for firing someone on disability leave?” as “Let’s find a way to get rid of her!”
Recent case: Rosalyn Grace went on after a bout with asthma landed her in the hospital. When she was ready to return, the company informed her it had outsourced her job to an IT firm. Grace sued.
During the lawsuit’s discovery phase, she learned that while discussing her termination, the director of operations said he understood the firm needed “a legitimate business reason” to fire Grace because she was “out on disability.” Otherwise, he said, the company might be sued.
A note in the file said, “Can lawyers construct a way to make it doable?” That was enough for the court to order a jury trial. (Grace v. USCAR and Bartech, No. 06-2509, 6th Cir., 2008)
- Colorado vs. federal law on discrimination
- Keep health costs out of the equation when considering hiring and firing
- Contain runaway diabetes costs with screening, education
- Rule against document removal supports legit business need
- Can we terminate worker to keep domestic violence from spilling over into our workplace?