What are Loudermill Rights?
Loudermill rights provide a public sector employee the right to a hearing or opportunity to contest the reasons for involuntary termination (firing).
How do Loudermill Rights Work?
Loudermill rights are also known as Loudermill hearing. The term has been in practice since 1985 after the hearing conducted by the Supreme court of the United States of America. The court hearing was concerned with employees right of response against the allegations made by the employer regarding the performance of the employee resulting in termination. The case was titled as Education Board of Cleveland vs. Loudermill. The decision includes that employees from the public sector are allowed a “right of response” with regard to their jobs termination. The decision sheds light on certain principals and due process rights related to an employees removal. Ultimately, the employee has the full right and opportunity to express his opinion and request clarification of the allegations leading to dismissal. Thus Loudermill rights provide the opportunity to hear opinions from both the parties. As it is evident that
Loudermill rights provide opportunities for self-defense against employers sudden decision of job termination of employees. The US Supreme Court decision lays foundations about the whole process of termination and gives full rights to the affected employee to see if all the due processes regarding job termination have been practiced. Loudermill rights specify that employees should be given a written as well as oral notice before they are terminated from their job.
This process is called pre-termination hearing that enables an employee to present logical proves and response to defend his case successfully. The documentary notice is also known as Loudermill letter. With Loudermill rights, the employee is able to highlight any mistakes, can point out any prejudices if they are present in the employers decision. The hearing process is considered in the context of specific departmental disciplines where the dispute arises. The Supreme court hearing determines that the use of Loudermill rights is essential because certain prejudice and disputes are involved in employees removal that needs to be explained.
There are certain requirements concerning the Loudermill hearing that are known as pre-termination hearing and post-termination hearing. During the process of post-termination hearing, the significance of pre-termination hearing reduces. However, employees use both types of hearings to get the maximum benefits and compensations if they are agreed between the employer and the employee. However, in most cases, the dispute is settled in pre-termination hearing. Such hearings provide chances to employers to check if the decision was made mistakenly and job termination was on solid grounds.
The decree of US Supreme court also includes that employers must provide a face-to-face pre-termination opportunity of hearing either with the help of a supervisor or any management member so that any constitutional violation does not occur. The court ruling suggests that terminated employee does not have the right to legal action if he is unable to produce any evidence in a pre-termination hearing.
