Before I provide any opinions, there's one thing I need/want to know:
Had his job changed at all in the last, say, six months or so? Change in duties, change in reporting structure, change in position, etc.?
Before I provide any opinions, there's one thing I need/want to know:
Had his job changed at all in the last, say, six months or so? Change in duties, change in reporting structure, change in position, etc.?
His job had not changed at all in the last 2 years since he was made the manager of the department he was in. This new boss is the "supervisor" of the same department. My husband was told when this guy came that his responsibilities and job duties were not changing, and they didn't. He was still responsible for that department, the staff and making sure that everything ran as planned and needed. He even had an annual review right after this new guy came and was told that everything was good, no complaints. The only recommendation they had was that he get to know the employee manual better, he studied it and knows it and in it there is a statement that says employees will receive a verbal warning and written warning prior to termination which didn't happen and also that inappropriate emails, language or written statements, whether sexual or verbally abusive would not be tolerated. He has since been told that his complaint regarding the sexually inappropriate emails were dealt with on the side. By the way, my husband wasn't necessarily offended by the emails but there were some female employees in other departments that also received them and came to my husband, instead of their immediate manager because they were comfortable asking him to deal with them since they had worked together for so many years.
While "not a good fit" can indeed be a legitimate, though somewhat intangible, reason for letting someone go, in the circumstances you describe I have to admit I find it suspicious. What, after two years, makes him suddenly unsuited?
I can't give you an iron-clad answer based on a two paragraph post. But I certainly think he has a valid reason to discuss the issue with an employment law attorney and/or the EEOC.