The United State Supreme Court ruled in June that workers don't need to shoe direct evidence that their employer intended to discriminate against them. A male, age 57, was fired from a supervisory job and replaced by three workers in their 30's. He sued for age bias. The company claimed that he failed to keep accurate attendance records or to discipline absent workers. The plaintiff was able to show that the reason provided him was false.
Caution Always give true reason for firing, demotion or refusal to hire - then document.
If documentation doesn't exist, give a warning instead of more severe discipline until you can document deficiencies. All comments about race, age, or gender should be avoided, even in jest. In this case, younger managers who failed to keep accurate attendance records had not been disciplined. Energy Operations, Inc . The U.S. Supreme Court reversed the Court of Appeals ruling that because the employee took receipt of and retained the severance money and signed a release of all claims agreement, they lost the right to reverse the agreement and then sue their employer.