Case Studies
At Three Sixty HR, we understand that employers take pride in building trustworthy teams. While most employees uphold the company's values and expectations, there are instances when discrepancies arise. Explore the following case studies to see how we've assisted businesses in navigating these challenges.
Punished for complaining.
The 17 year-old plaintiff experienced severe and persistent sexual harassment from a person in a higher position who also reported to her same supervisor. Plaintiff and her mother reported the harassment to the supervisor, and later to payroll. Just days later plaintiff and her family members were fired and told to move out of company-provided housing. Three Sixty HR wrote a Declaration in support of the plaintiff. The case settled. Plaintiff and her family members were awarded monetary relief.
Wrongful termination…or not?
A former CEO whose once-ascendant career had been on a downward trajectory sued his former employer when he was terminated as the result of a reorganization and dissolution of his business unit. He claimed wrongful termination and violation of his employment agreement. The company claimed his termination was the result of reorganization and his performance record would not make him a good candidate for reassignment, even if a reassignment option had been available. Three Sixty HR was deposed as an expert for the defense. The case settled.
Harassed as retaliation.
Plaintiff had an excellent employment record. In about the ninth year plaintiff refused her supervisor’s demand to sign a false statement about a colleague. Subsequently, plaintiff began to notice and document her supervisor’s apparent violations of employment policies and practices, which she reported to HR. Plaintiff’s attempts to move out of the department were blocked by her supervisor, who plaintiff believed was also sabotaging plaintiff’s reputation. When plaintiff complained to HR, she was referred back to the supervisor. Ultimately, plaintiff’s employment was terminated and she sued for wrongful termination. Three Sixty HR wrote a Declaration in support of the plaintiff. The case settled.
Nothing to talk about.
When a former HR Director sued her municipal employer for wrongful termination, counsel requested our services as expert witnesses for the plaintiff. After a review of the primary documents, we could not fully support the plaintiff’s claim that her termination was without merit. Three Sixty HR evaluated the merits of the case, shared our concerns with plaintiff’s counsel, and declined to serve as an expert for the plaintiff.