Employees who come to HR with complaints about alleged discrimination are protected from retaliation, as are employees who go to the EEOC or state and local anti-discrimination agencies.
But what about employees who voice informal complaints? They’re protected from retaliation, too.
That’s true even if all they did was simply voice concerns about how the company is treating other employees.
In other words, employees don’t have to use your formal complaint system to register concerns about direct discrimination. They can complain to a supervisor or someone else in authority and gain retaliation protection that way.
Recent case: Kathy Baker, who was 53 years old, worked as the director of an assisted-living facility. She had authority to discipline and evaluate the employees who worked for her at the home.
When personnel changes made the next level of considerably younger, Baker claimed she began ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Workers hired through temp service? Normal anti-discrimination rules still apply
- Older workers most engaged, youngest not so much
- 2nd Circuit says interns don't necessarily have to be paid
- One-Size-Fits-All harassment reporting policies don't really fit all