Message from the Firm
Let's face it. Gone are the days when an employee can be terminated without risk of the employee retaliating by filing suit against the employer. Some of these claims have merit; many do not. Decisions to terminate or discipline should be thought out months in advance and documented, particularly if the employee may claim that he or she was subjected to discrimination (e.g., race, national origin, age, sex or religion) or sexual harassment, or is aware of unlawful conduct of the company (e.g., commercial bribery or violation of occupational safety laws). Consulting counsel before the decision is made can help you reduce the risk of claims or, in cases in which a "problem" employee is likely to sue anyway, help prepare and document defenses in advance. Please let us know if we can help.
Reprinted with permission,
© 1996 Reish & Luftman. All rights reserved. The Reish & Luftman Practical Guide to Employment Law is published as a general informational source. Articles are general in nature and are not intended to constitute legal advice in any particular matter. Transmission of this report does not create an attorney-client relationship. Reish Luftman Reicher & Cohen does not warrant and is not responsible for errors or omissions in the content of this report.
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