On February 28, 2014, a Massachusetts court dismissed a discrimination claim brought by three employees against a nursing home base in part on the employer’s detailed investigation and written record of discipline. The case Metelus v. Wingate Healthcare, Inc., demonstrates the importance of thorough and well documented investigations and discipline.
What You Need To Know. When faced with a discrimination claim, employers need evidence showing how employees were treated fairly and consistently. A thorough investigation into employee misconduct and well documented disciplinary warnings will help significantly if a court has to review a termination.
In the Metelus case, three nursing assistants were terminated for refusing a supervisor’s request that they work on another floor to meet patient demand. The nursing assistants threatened to walk off the job if ordered to change floors. Instead of disciplining the three employees on the spot, Wingate’s Nursing Director promptly conducted a thorough investigation. Continue reading →
On September 16, 2013, the Massachusetts Commission Against Discrimination (“MCAD”) issued a decision holding that an employer was not required to allow excessive absenteeism as an accommodation to a diabetic employee. The case, MCAD v. Affiliated Professional Services is discussed below.
What You Need To Know. While an employer needs to provide a reasonable accommodation to an employee with a disability, an employee still needs to come to work often enough to perform his or her job. Unlimited sick time is not a reasonable accommodation and will not be required by the MCAD. In addition, an employer does not have to accommodate a disability that disrupts the workforce.
An employee of Affiliated Professional Services (“APS”) suffered from diabetes. Unfortunately, the employee’s diabetes was almost uncontrolled and the employee suffered from frequent bouts of hypoglycemia and loss of consciousness. Continue reading →