Sometimes, employees who’ve been terminated go looking for an excuse to sue. And when something as simple as an offhand conversation gets back to the former employee through the grapevine, it could fan flames that turn into a defamation lawsuit.
That’s why you should tell managers and supervisors to keep mum on the discharge—and limit any discussion to those in HR who need to know.
Recent case: When a manager fired Terry Merier from his job, heated words were exchanged and another employee called police. The manager later told HR employees he believed Merier had threatened him.
Merier sued for defamation. The court dismissed the case because the threat allegations never got beyond HR. Plus, it was true that police were called. (Merier v. Lance, No. 07-4384, 3rd Cir., 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/9100/remind-bosses-dont-discuss-reason-for-firing-with-others "