Here’s a timely warning during bad economic times: No matter why you discharge an employee or terminate a working relationship, resist the temptation to interfere with that person’s future employment prospects. In Ohio, such ex-employees will have multiple avenues for potential lawsuits.
Recent case: Lucas Georgandellis, a doctor, was booted out of a medical practice. Georgandellis sued, alleging he’d been targeted for retaliation because he complained about malpractice and threatened to report the practice to authorities. He also claimed the practice defamed him by telling prospective employers he was rude, had bad bedside manners and had ‘euthanized’ a patient.
The court sided with the doctor, saying his multiple claims—including defamation, whistle-blowing, breach of contract and interference with prospective business relations—could go to trial. (Georgandellis v. Holzer Clinic, No. 2:08-CV-626, SD OH, 2009)
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- Remind employees they may be personally liable for injuries
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- Arbitration agreement buried in job application? Have your attorney review it ASAP