Sid Steinberg of Post & Schell. Courtesy photo Vague Improvement Goals Leads to Viable Discriminating Claims
When terminating an employee, defining goals and selecting the individual's replacement is often the difference between the termination being considered discriminatory or not.
November 10, 2020 at 01:48 PM
6 minute read
When terminating an employee, defining goals and selecting the individual's replacement is often the difference between the termination being considered discriminatory or not. Such lessons were recently reinforced by the recent decision in Hanna v. Lincoln Financial Group., No. 19-02273, 2020 U.S. Dist. LEXIS (Nov. 3, 2020), where a recruiter was given nebulous goals and then replaced by a younger employee who was, himself, on a performance plan.
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