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Terminations

Even consensual affair with supervisor can spell trouble

11/01/2007

When a supervisor enters into a sexual relationship with a subordinate, chances are things won’t go well for the company. That’s one reason you should put in place strict limits on dating for supervisors and subordinates. You can prohibit such relationships altogether, or insist that anyone contemplating dating a subordinate must notify HR first so he or she can be removed from the supervisory role before the relationship starts. Otherwise, you risk a sexual-harassment lawsuit, especially if the supervisor later punishes the subordinate …

Warn managers: When attitude’s the problem, document

11/01/2007

Every now and then, you hire a dud. Someone who looks like he has the skills you need comes with an attitude, too. And the employees he’s supposed to inspire and lead wind up rebelling. You know it’s time to cut him. Before you do, start documenting the problems. Be specific. Nebulous complaints about “bad attitude” and “poor ability to get along with subordinates” can look like empty excuses to discriminate …

Don’t let manual become a contract—Make sure employees sign ‘At-Will’ notice

11/01/2007

Ohio is an at-will employment state, meaning that employees can be fired (and quit) for any reason or no reason as long as the employer doesn’t violate a specific anti-discrimination or other law. But employers and employees can change their relationships to a contractual one by agreement. If they do, then it becomes much harder to fire that employee without a rock-solid reason …

ADA, Ohio disability-Discrimination laws don’t cut off other state claims

11/01/2007

Ohio has long recognized a common-law claim against wrongful discharge that violates public policy. For example, firing employees for filing a workers’ compensation claim would violate public policy. The same holds true for some claims that arguably would be covered by specific state and federal laws, such as the ADA and Ohio’s disability-discrimination law …

Principal says he was fired for questioning pay scales

11/01/2007

Lake Ridge Academy, a private K-12 school in North Ridgeville, has been hit with two lawsuits claiming it fired James Whiteman, head of the elementary school, for inquiring about the differences between female and male teachers’ pay …

Illegal immigrants arrested in Fairfield poultry plant raid

11/01/2007

U.S. Immigration and Customs Enforcement (ICE) officers raided a Koch Foods poultry plant in Fairfield and Koch’s headquarters in Chicago and arrested roughly 160 employees. Monte Lobb, an official at the Fairfield plant, said the company fired many employees after finding out they were illegal …

Reduce discrimination risk by having same person hire, fire

11/01/2007

If possible, it makes sense to have the same person provide hiring and firing input. Here’s why: Logically, it makes no sense for someone to hire an applicant despite apparent protected characteristics (e.g., gender, race, religion) and then fire that person because of those same characteristics. Although it may not be enough to get a case dismissed, courts will consider it and it may persuade a jury in your favor …

Partial blindness may not be an ADA disability

11/01/2007

The ADA doesn’t cover all disabilities—only those that substantially impair a major life function. There are many conditions, though serious, that don’t qualify as ADA disabilities. One of those is partial blindness. As the following case shows, unless poor eyesight affects important aspects of daily life, it’s not a protected disability …

‘Name, rank and serial number’ still best bet for references

11/01/2007

The old adage “If you can’t say anything nice, don’t say anything at all” seems perfectly suited to employer-supplied references. If an employee is fired or quits in lieu of being fired, it’s a safe bet she will look for another job. It’s also a safe bet that her prospective employer will want to know what type of employee it may be getting. Don’t be in a rush to provide more than basic information for any former employee …

No harm in accommodating, even without official ADA disability determination

11/01/2007

The ADA is a tricky law. Not only is it illegal to discriminate against applicants and employees with disabilities, but it’s illegal to perceive as disabled those who actually aren’t. It’s no wonder many employers fear that making accommodations might backfire. So they put off agreeing to accommodations and wait until they’re sure an employee really is disabled. But that’s the wrong response …