If you think your liability ends when an employee leaves, think again.
Employers can still be liable for retaliation if the employee complained about bias before she left and now claims you withheld compensation.
Recent case: University of Texas (UT) professor Kristie Santi complained that her supervisor favored male professors. When she learned her contract wouldn’t be renewed, she filed an EEOC discrimination complaint.
Her contract expired, but Santi tried to negotiate with the university to allow her to license materials she had worked on while at UT. The university refused, so she added a retaliation claim.
The court said post-termination compensation discrimination can be retaliation, but tossed this case out on a technicality. It turned out Santi never mentioned compensation in her lawsuit. (Santi v. University of Texas, No. 01-09-00186, Court of Appeals of Texas, 1st District, 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/10687/beware-retaliation-suits-even-after-employees-gone "