A few weeks ago, I blogged here about how a federal appellate court concluded that firing someone who isn’t a ‘good fit’ isn’t necessarily a coded phrase for discrimination. Still, I generally recommend to clients that they be more direct when terminating someone’s employment by explaining the legitimate business reason(s) for the decision.
Similar issues may arise when companies make hiring decisions. Code words used to describe protected classes that reflect a company’s hiring preferences generally aren’t hard to crack. And then they become costly. Continue reading