• LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

Avoid vague statements with fired worker

by on
in Employment Law,HR Management,Human Resources,Leaders & Managers,Management Training

Beware of “running out the clock” on the statute of limitations of a discrimination charge. The case: A female HR director sexually harassed a male employee, then fired him after she heard him discussing it. He complained to management, which said there was “no final determination” on his status. Six months later, he learned an investigation was continuing. Finally, 328 days after he was fired, he filed an EEOC complaint. A lower court dismissed his case because it wasn’t filed within 180 days of the incident. But an appeals court reversed and said the firm’s misleading statements prevented him from filing on time. (Currier v. Radio Free Europe, No. 98-7020, D.C. Cir., 1998)

Like what you've read? ...Republish it and share great business tips!

Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...

We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.

The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.

" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/6680/avoid-vague-statements-with-fired-worker "

Leave a Comment