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
- Be prepared to justify newcomer's higher pay
- Headed to court? Have everyone ask lawyers if conversations are being recorded
- What to say when ...
- Appeals court: No second chance to appeal lower court's decision on retaliation damages