Employers don’t always give an employee a specific reason for why they’re being fired. That may make the terminated worker suspicious, which in turn may mean a lawsuit over some imagined form of discrimination.
While there’s no requirement to provide a specific discharge reason, you should be ready to document the rationale behind the decision. Note each reason you considered when making the case for termination. You will need that documentation if the employee sues.
Recent case: Matthew, who is black, was hired as a part-time frozen-food clerk on the overnight shift at a new ShopRite store in Albany. He underwent training and seemed to be having trouble understanding how to tag prices and get merchandise on the right shelves. In addition, trainers commented that while he had been trained in customer service, Matthew wasn’t greeting customers the right way.
Then a co-worker accused Matthew of sexual harassment. She claimed t...(register to read more)