5 ms·

For liability reasons, HR needs a reason to fire someone to avoid potential wrongful termination lawsuit. The meal vouchers just sound like it was an excuse the

For liability reasons, HR needs a reason to fire someone to avoid potential wrongful termination lawsuit. The meal vouchers just sound like it was an excuse they needed to let some people go. But it makes a good story for the interwebs.

potato3732842 2y ago
I doubt that simply because they gave everyone they didn't fire who did it an official talking to. It's atypical for a BigCo to do that if they're simply manufacturing a pretext.
m463 2y ago
the article seemed pretty clear: The staff who were let go routinely misused their vouchers, while others who misapplied them less frequently, were reprimanded but not fired.
grouchomarx 2y ago
Yea I've known plenty of people with performance issues that were let go as soon as HR found some technicality to pin them on. One left a guest unattended at the office during lunch for 15 minutes and they fired him for it the following week
knowitnone 2y ago
Do they though? You're an at-will employee. Unless there is a contract, you can be fired for any reason including cutting costs. Just like you can quit whenever. Wrongful termination lawsuit happen when employ fires employee for illegal reasons(gender, sexual orientation, race, religion, or disability status).
- mywittyname 2y ago
  It's hard to prove intent, but convincing a jury there's a pattern of discrimination is a lower bar. So perceptions matter. Doing things by the book provides evidence that the process is fair, objective, and was reviewed by multiple people.
- simple10 2y ago
  In California, yes. It's trickier to fire someone due to the labor laws. It's not as strict as EU, but typically requires performance reviews and advance notification. To fire someone in CA who does not have bad performance reviews, it much easier to find some other infraction as justification. Here's a random guide found on google: https://www.jibble.io/labor-laws/us-state-labor-laws/california/firing-guide https://www.jibble.io/labor-laws/us-state-labor-laws/califor...

potato3732842 2y ago

I doubt that simply because they gave everyone they didn't fire who did it an official talking to. It's atypical for a BigCo to do that if they're simply manufacturing a pretext.

m463 2y ago

the article seemed pretty clear: The staff who were let go routinely misused their vouchers, while others who misapplied them less frequently, were reprimanded but not fired.

grouchomarx 2y ago

Yea I've known plenty of people with performance issues that were let go as soon as HR found some technicality to pin them on. One left a guest unattended at the office during lunch for 15 minutes and they fired him for it the following week

knowitnone 2y ago

Do they though? You're an at-will employee. Unless there is a contract, you can be fired for any reason including cutting costs. Just like you can quit whenever. Wrongful termination lawsuit happen when employ fires employee for illegal reasons(gender, sexual orientation, race, religion, or disability status).

mywittyname 2y ago
It's hard to prove intent, but convincing a jury there's a pattern of discrimination is a lower bar. So perceptions matter. Doing things by the book provides evidence that the process is fair, objective, and was reviewed by multiple people.
simple10 2y ago
In California, yes. It's trickier to fire someone due to the labor laws. It's not as strict as EU, but typically requires performance reviews and advance notification. To fire someone in CA who does not have bad performance reviews, it much easier to find some other infraction as justification. Here's a random guide found on google: https://www.jibble.io/labor-laws/us-state-labor-laws/california/firing-guide https://www.jibble.io/labor-laws/us-state-labor-laws/califor...