Strength in People Decisions
Stability in Every Step
CASE NO. 01
High-Risk Performance Termination
in a Protected Class
THE PROBLEM
A long-term employee, who fell into multiple protected classes, was consistently underperforming. The situation was complicated by significant legal risks related to ADA (Americans with Disabilities Act) and FMLA (Family and Medical Leave Act). The business felt stuck—unable to move forward with a necessary termination for fear of a high-stakes discrimination lawsuit.
WHAT I DID
I implemented a rigorous, defensible, and fair performance management process. This included auditing all existing documentation, establishing clear performance retraining goals, and facilitating interactive dialogues regarding accommodations. We moved away from vague complaints to specific, documented performance metrics within a structured improvement plan, ensuring every step was compliant and neutral.
THE OUTCOME
The employee was ultimately terminated after failing to meet the clearly defined goals of the improvement plan. Because the process was rooted in stability and evidence rather than emotion, the termination was legally defensible. The client avoided a costly lawsuit and was able to restore team productivity with a new hire who met the organizational standards.