In continuation of this blog series, here are some more notable cases over the last decade that employers and HR leaders can learn from to truly understand the cost of getting workplace investigations wrong. In case you missed the first part of this blog series, you can read it here.
The cost and time required to conduct a legally defensible workplace investigation can sometimes be a barrier for employers – but what is the cost of getting it wrong? This is the very question we will explore in this two part blog series by reviewing some real-life cases employers and HR leaders can learn from in an effort to avoid the same costly mistakes.
Unfortunately, reasonable accommodation for employees in the workplace continues to be the source of significant litigation and even today we continue to see outrageous examples of employers behaving badly. A prime example of employer misconduct for failing to accommodate and providing reasonable notice is the case of Strudwick v Applied Consumer & Clinical Evaluations Inc. This case highlights a number of important lessons for employers.