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The point I was trying to make was that if you have a probationary period rule (that is not in writing) and you just randomly fire someone, that person could reasonably file a charge with the EEOC. If your policy was not in writing you would have a harder time defending yourself. I work for attorneys, I understand that you can sue just about anyone for just about anything. My point in having these discussions is to help small businesses (such as yourself) take a proactive approach to help prevent you from being sued. I'm not asking you to go around being afraid of being sued. I'm trying to provide you with some empowerment to feel that if anything were to happen, you would have an easier time defending yourself.
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