In DC, supervisors were emailing and discussing employee attendance probs (and other probs) with a peer of the "problem" employee; additionally, they were discussing FMLA issues. Is this legal? "Problem" employee terminated, in part due to hostile peer intentionally creating negative focus, in part, employee broke lateness rule. Third supervisor joined in, calling "problem" employee a liar, among other things. Emails are archived and could be retrieved as proof of hostility.
2006-11-30
18:19:44
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4 answers
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asked by
Anonymous
in
Careers & Employment