Anonymous wrote:On a positive note, even if a good employee is managed out and sues, the likelihood of the employee winning a lawsuit are very low. Your bosses know this. Ask me how I know.

Lawsuits are painful and expensive for all parties regardless of who “wins.” Especially in this case, where it sounds like a manager has a clear personal issue and even OP can see it is an eeo problem. Plus a lot depends on OP’s employer. Is it a big company, a small company, or the government? Plus OP’s name and reputation will be attached to drama they didn’t want to create.

Have you actually said things to your boss like:

I think you're wrong.

I disagree.

I think her work is very good, so you'll have to tell me what it is you are unhappy with if you want me to do something about it.

This. You need to explain to your boss that you believe that the employee is good and find out why he thinks that she is not. He may have good reasons, or may not. I would never risk my own professional reputation by firing someone just because my boss said to do it, without further explanation.

On a positive note, even if a good employee is managed out and sues, the likelihood of the employee winning a lawsuit are very low. Your bosses know this. Ask me how I know.

Sounds like he slept with her and now wants her gone. It would be a lawsuit and I would not want to be part of it.