A recent US Supreme Court decision – Staub v. Proctor Hospital, reinforces why employers need to do a truly independent investigation before taking serious disciplinary action. Staub was discharged based on his supervisor’s write-ups regarding attendance. But it turned out his supervisor had an anti-military bias and had made it difficult for Staub to take time off to fulfill his obligations to the Army Reserves. The court found that the employer was liable because it relied on the facts provided by the biased supervisor.
The moral, make sure someone who is really independent reviews the facts.