Fortunately for employers, the answer is No, according to a recent Oklahoma City federal court decision. But this isn’t to say you shouldn’t keep your training on point. Read on for the facts of the case.
Former employees and their attorneys have become increasingly creative when it comes to suing past employers. In addition to filing wrongful termination or discrimination lawsuits, discharged employees have sued their former employers for negligent training and supervision.
Essentially, these employees contend that a manager or supervisor wrongfully ended their employment based on the employer’s negligence in properly training or supervising the firing manager. An Oklahoma City federal court recently heard this type of claim by a terminated employee.
Unlimited employee HR training—one low cost, no setup, no software to install. Find out why the Software & Information Industry Association voted TrainingToday® the “Best Workforce Training Solution.” Go here for more information or to sign up.
The Firing
Michael DeLong was an investigator for the Oklahoma Department of Mental Health and Substance Abuse Services. He accused the department of abusing its authority and mishandling a number of issues he brought to the attention of his employer, including:
- Reported incidents of sexual harassment;
- Complaints about wrongdoing at NARCONON, a facility regulated by the department; and
- His refusal to publish a report regarding NARCONON.
Ultimately, DeLong accused the department of firing him in retaliation for his complaints. In addition to maintaining a wrongful discharge claim, he sued his former employer for the negligent training and supervision of the managers who ignored his complaints and eventually made the discharge decision.
No time to prepare or deliver training? With BLR’s TrainingToday®, your employees can start taking essential training courses the same day you sign up. Workers (and supervisors) train at their convenience, 24/7. We track and you save with this turnkey solution. Yes, it really can be this simple. Learn more.
The Tossing
The federal court in Oklahoma City dismissed DeLong’s negligent training and supervision claim. Noting that Oklahoma is still an employment-at-will state, the court said exceptions to that doctrine must be specific and narrow.
For that reason, it ruled that negligent training and supervision claims may be pursued only by a third-party nonemployee who is harmed by the negligence of an organization’s manager or supervisor. It isn’t a claim that a former employee can maintain relating to his or her own firing. (DeLong v. Okla. Ex rel Okla. Dept. of Mental Health & Substance Abuse Serv., CIV-14-1439-C (4/29/15)).
Bottom Line
Here’s hoping courts in the future will follow the Oklahoma City federal court’s ruling.