Because employees have to meet tight deadlines for most employment discrimination claims, employers should be ready to prove exactly when they notified employees about a pending termination.
With an exact date at your fingertips, you can easily get a case dismissed if the employee waited too long to file.
Recent case: Cheryl Klefas worked as a restaurant shift supervisor until she was discharged. Later, Klefas decided she had been fired because of age discrimination and sued.
But she didn’t file her EEOC complaint until 500 days had passed. Klefas claimed she hadn’t figured out her termination might have been age-related until well after she was terminated.
The court said that didn’t matter. The clock started when the employer said it told Klefas she was terminated. It dismissed the case. (Klefas v. Tim Hortons USA, No. 07-13503, ED MI, 2009)
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/9064/track-when-you-told-worker-she-was-being-fired "
- Declining to cooperate with investigation isn't protected
- Courts give employers benefit of doubt: Not all 'unfair' treatment is discrimination
- Irony: Lawyer sues former partners for breach of contract
- Follow all leads when investigating allegations--even if they take query in new direction
- Promoted? Judge performance in new job, not old