The Boy Scout motto, “Be prepared,” applies to employers, too. You simply never know when—or why—a fired employee will sue. But you don’t have much to worry about if you have processes in place to make sure each and every disciplinary decision is fair and rational.
Recent case: Thomas Bicha sued his former employer when he was terminated, claiming he was targeted for retaliation because he blew the whistle on illegal activities at the company. Bicha said he reported that employees were exposed to excess smoke from molten metals used in a manufacturing process.
But the employer was ready to prove it had fired Bicha for violating attendance policies and habitual tardiness. The Court of Appeals of Minnesota refused to reinstate his lawsuit based on the employer’s records. (Bicha v. Water Gremlin, No. A07-1615, Court of Appeals of Minnesota, 2008)
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/6910/good-records-make-it-easy-to-justify-discipline "
- Challenging an OSHA citation? Don't miss 15-day deadline
- Help managers avoid these top 5 firing mistakes
- NLRB's pro-union poster is (finally) officially dead
- A sign of change: New NLRB majority says pro-union 'bannering' against employers is legal
- The 6 kinds of terminations ... and how to avoid lawsuits for each one