The United States Court of Appeals for the First Circuit, just last month, issued an opinion in an employment case that illustrates, with unusual clarity, how an employer can shoot itself in the foot by saying and doing things in the course of dismissing an employee that, had it been properly advised, it probably wouldn’t have said or done.
The employer, as a result, is paying the price. And in the process gotten its name in the permanent and public annals of American jurisprudence in a case that serves as a cautionary tale for employers who alter the terms of an employee’s departure after receiving a discrimination complaint.
Background: A Long-Tenured Employee and a Difficult Relationship
The case is Russo vs. New Hampshire Neurospine Institute, P.A. and Uri M. Ahn (1st Circuit August 25, 2026). The plaintiff, Gina Russo, was a physician’s assistant who had worked for the defendant medical practice (the “Practice“) for eleven years. Her employment apparently went well until she had… Read the complete article here...
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