I can confirm this anecdotally with my father's factory. Even with documented piece rates, documented averages from all employees, and having a very racially an

I can confirm this anecdotally with my father's factory. Even with documented piece rates, documented averages from all employees, and having a very racially and gender positive hiring policy, it became a running issue of having to spend time in court every time someone was fired for cause. Over a 15 year span they were sued 18 times and lost 'none' of them because they were very strict in documenting everything. While not a the 'major' factor, it was a factor in reducing the size of the company and specializing rather than growing it and working on more generic product lines. by reducing the size of the company they were able to reduce the need to hire and plan for being sued at least once a year by someone in a protected class that decided that they had been discriminated against. Based on conversations with him and others in similar positions this is not uncommon.