By RSS feed for free
       By email for free
          Follow us on 





Coach's Top Picks:


Search Workplace Coach


Hi, I’m Dr. Lynne Curry. I created the Workplace Coach blog for you. Read more

Solutions, by Dr. Lynne Curry - order HERE

You love these posts - here's a chance to get 60 of the best from 3 decades, in book form, for $16 including shipping.


Well-indexed and written in Curry's direct, easy-to-read style, Solutions contains the best case histories and advice that have appeared here on the blog and in newspaper/magazine columns.


"Whether you are an employee or an employer, this book will resonate. Unless you have been living under a rock, you have already been exposed to many of these problems that cause conflicts at work, resulting in stress and lost productivity, and negatively affecting health and happiness."

















Don't Let Policies Blind You

Monday, 25th February, 2013 

< Back to Home


                             DON’T LET POLICIES BLIND YOU



Although polices serve as a guideline, supervisors can’t apply them without looking at the situation’s other facts. Jeff Ellis Management recently learned this when firing lifeguard Tomas Lopez after Lopez swam 1500 feet outside the company’s protection zone to save a drowning man’s life.

Company supervisor Susan Ellis compounded the error by defending it on television saying “We have liability issues and can’t go out of the protected areas. What he did was his own decision. He knew the company rules and did what he thought he needed to do.” Meanwhile, supervisors investigating the situation terminated two other lifeguards for saying they would have made the same decision as Lopez. Two other lifeguards quit in protest.

After a widespread public outcry, the company offered to rehire the three terminated lifeguards. Although Lopez doesn’t want his job back, the two other guards could potentially sue their former company for firing them in retaliation for their statements.
What would have prevented problems for you and the lifeguard company? Companies need to thoroughly review any termination decision. In your case, while your employee potentially merited termination, the timing of her complaints gave her ammunition for a retaliation lawsuit.

< Back to the Home


No comment found

Add Comment