CEO's Corner: Should I sue or settle after getting terminated?
ManageBetter's CEO, Lewis C. Lin, helps a VP is figuring out whether he should settle the score after getting terminated with a flimsy excuse.
Here we are again, my friends, back for another installment of Dear Lewis.
Today, we're diving into a question from a high-ranking VP who's contemplating the idea of going toe-to-toe with his ex-employer over what he believes to be an unjust pink slip.
He's got this notion that he was handed a flimsy excuse for his departure. He's holding onto the hope of setting things right and collecting the funds necessary to navigate the stretch between his present circumstances and his next gig, which, of course, includes keeping the lights on and the fridge stocked.
It's not all that uncommon for executives to find themselves in these rocky waters, and you know what? I'm here to offer a little bit of guidance.
Keep striving for greatness,
Lewis C. Lin
⚖️ Wrongful termination: should I sue?
Dear Lewis,
I've dedicated a significant part of my career to a health care consulting firm with roughly 3,000 employees, where I held the position of Vice President. However, since a new CEO took the helm, the office atmosphere has grown tense. The CEO seems convinced that I'm mishandling my directs, damaging relationships with other teams, and failing to lead a crucial multi-million-dollar partnership with a Fortune 500 company.
Adding to the turbulence, I received a termination notice due to “improper travel expenses.” Apparently, bringing my family for a business trip is a cardinal sin. My suspicion is that my termination isn’t about expenses. I believe the real issue lies in the fact that the CEO and I don't see eye to eye.
Should I consider legal action against the company for wrongful termination?
Yours,
Down in the Dumps Dave
Dear Down in the Dumps Dave,
I'm really feeling for you here, but I have to tell you, taking your old employer to court for wrongful termination is like trying to climb Everest in flip-flops. Here's why:
Winning is a Long Shot: Sure, it's tempting to slap them with a lawsuit, but the odds are more skewed than a carnival game. I've chatted with employment lawyers, and they tell me the success rates are worse than my attempts at dieting, somewhere between 3 to 10% for different types of discrimination. Most states have this "at-will employment" thing, which basically means companies can show you the door for any reason, or no reason at all.
Proving You're LeBron: The burden is on you to show you were the LeBron James of team management, which is about as easy as nailing Jell-O to a tree. That's why most folks who try this end up with zilch.
Considering these hurdles, it might be smarter to haggle for a severance package, if you can. If you had one pre-negotiated in your contract, even better. But don't get greedy. Companies are often willing to toss you a bone just to get the whole thing over with. Push too hard, and they might sic their legal hounds on you.
Remember, legal action should be your last-ditch effort. Weigh the costs, the time suck, and the emotional rollercoaster against the slim chance of winning.
Simple, right? Well, not always
I'm here to help. Email me if you have any management or employee challenges. I've got your back, and your identity will remain anonymous.
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