Let’s face it, not every staff member in the workplace will get along, but when it comes to firing an employee you better have the facts to back it up. Making a statement of why firing an employee was necessary just is not enough anymore. Most employers will do everything they can to prevent this last resort decision, but unfortunately, it cannot be avoided.
When an employer makes the choice to fire an employee, usually, there is animosity toward to the employee and some employees will do almost anything to fire back – like, filing a lawsuit for wrongful termination. We often hear of employment lawsuits consisting of discrimination, wages, or harassment, but what about defamation of character?
Defamation of character in the workplace has become a serious topic among employment laws. Often, there are rumors of why an employee has gotten fired, but what distinguishes a rumor from truth lies between the former employee and the manager that fired them. Everything in between could just be false, therefore, ruining the former employees credibility. The only factors for proof are documentation providing precise, true knowledge of past instances.
For example, the employee got terminated because he was always late for work, but the time cards say otherwise. He was always on time, but the manger that fired him says that’s why he was fired. This is a defamation case waiting to happen.
Employment lawsuits boils down to facts, providing facts based on documentation to prevent employees costing the company is crucial. If you say something about your employees when terminating them then you need to make sure you can do everything in your power to back it up, otherwise, you will find yourself in a ton of trouble.
Defamation of character in the workplace can ruin employees’ career and future. It’s best to keep the termination of an employee between you and the employee. If statements or rumors are made about the former employee it is your job to set it straight.
What steps do you take to prevent defamation in the workplace? If comments are made about a former employee how do you correct it?