Can a company that uses progressive discipline for some employees be forced to use it for all employees? A new decision from the District of Connecticut says no, and the reasoning provides a useful roadmap for employers who want to preserve their at-will flexibility. It also reinforces a notion that employment law attorneys often stress
In a decision to be officially released tomorrow, the Connecticut Appellate Court has affirmed a dismissal of a breach of contract claim that alleged that the company failed to follow procedures that were outlined in a management training seminar.
The case, Brule v. Nerac (download here), is important because it sets some limits to
"Progressive Discipline" is a policy or practice that, over the years, has fallen out of favor with some employers.
What is it? It’s a practice — found also in some collective bargaining agreements — that typically provides a multi-step disciplinary process for many employment policy violations: a verbal warning, a written warning, a suspension, and