Think twice before terminating a worker who has earned consistently good.
Recent case: Michelle, a school psychologist, was one of only a handful of black professionals in her school district. For two years, she got solid performance reviews.
Then she got into a dispute over a black student’s progress. Shortly after, Michelle’s contract was not renewed, allegedly forand missing a meeting.
She sued for race bias. The court noted Michelle’s prior good reviews and said the latest poor review might be evidence of race discrimination. Plus, Michelle missed the meeting because she was sick, something she had emailed to her supervisor the night before. The court said her case could go to trial. (Walker v. South Washington, No. 15-3670, DC MN, 2016)