It seems ridiculous to think that a company would think they could get this one through. I’ve been in hearings where an employees terminated for “performance” were awarded damages.
The problem with these types of terminations is that losing companies fail to communicate individual goals. That makes is hard to quantify and substantiate the reason for termination.
Take all of that with the fact that his FIANCEE has an EEOC complaint. Once the EEOC took it, they were bound to win no matter what. (The government is going to side with the government as well) So in this case, they didn’t stand a snowball’s chance in (you know where) on this one.
If the termination was for poor performance, that should be pretty easy to establish; let the lwasuit continue.
It seems ridiculous to think that a company would think they could get this one through. I’ve been in hearings where an employees terminated for “performance” were awarded damages.
The problem with these types of terminations is that losing companies fail to communicate individual goals. That makes is hard to quantify and substantiate the reason for termination.
Take all of that with the fact that his FIANCEE has an EEOC complaint. Once the EEOC took it, they were bound to win no matter what. (The government is going to side with the government as well) So in this case, they didn’t stand a snowball’s chance in (you know where) on this one.