Employees who complain about alleged discrimination by a supervisor can set up a retaliation claim if they are disciplined or otherwise punished shortly after complaining.
Ordinarily, employers can defeat such cases by showing that the discipline was warranted. But relying solely on the say-so of the boss the employee initially complained about may cause trouble if that supervisor’s reasons are flimsy.
Recent case: Sharyn Algood complained that her supervisor made her work in a hostile environment. Then the supervisor recommended Algood’s suspension.
Algood sued, alleging retaliation. Partly because the supervisor had never had any problems with Algood before, the court let the case go to trial. (Algood v. Paulson, No. 08-0992, SD TX, 2009)
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/10327/check-reason-before-approving-post-complaint-discipline "
Related Articles...
- Interview and consider applicants even if they're receiving SSD payments
- FMLA leave-Takers aren't untouchable, but courts will look closely at timing
- Appearances do count: Check for hidden bias in terminations
- Arbitration agreement buried in job application? Have your attorney review it ASAP
- Firing Offense: When is 'Shoot the Boss' Comment Not Considered a 'Threat'?
