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O
ver the weekend, I came across a court ruling highlighting a surprising legal reality: an employee who admits to breaking company rules can still have a valid discrimination case.
H
ere’s what happened: A team leader at a supermarket chain was responsible for overseeing the food service and deli departments. One of her key duties was maintaining food safety logs. The company had repeatedly warned her about failing to do so, and in 2018, she was caught falsifying those records—a fact she openly ad
m
itted. Seems like a clear-cut case for termination, right? Not s
o fast. When Misconduct and Discrimination O
verlap The