The Fair Labor Standards Act (
The 4th Circuit Court of Appeals, which covers North Carolina employers, has refused to overturn an earlier decision that limits retaliation cases to those involving actual testimony in legal proceedings.
Recent case: Kathryn Harman claimed that Unisys punished her when she complained internally that she was improperly classified as an exempt administrative employee under the FLSA.
She sued for both the alleged misclassification and alleged retaliation. The court tossed out her retaliation claim.
On appeal, Harman asked the 4th Circuit to reverse an earlier FLSA ruling that said employees had to testify in a judicial or agency setting (in court or before the EEOC) in order to be protected against retaliation. Harman said her internal complaint should have been protected, too.
The court refused to overturn its earlier decision. (Harman v. Unisys, No. 09-1298, 4th Cir., 2009)
Final note: It wasn’t a total win for Unisys. Harman was representing herself in this case, and filed a convoluted complaint that was full of irrelevant material. The 4th Circuit reversed a lower court dismissal of many of her claims and said Harman should have a chance to clean up her filing. The lower court will now reconsider some of those claims, which allege race and age discrimination.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Ballot initiatives in several states and cities usher in employment law changes
- National origin, language & religion: Legally managing diversity at work
- Court OKs mandatory tip pools for those who serve customers
- Highland Village firefighter: Department harassed, retaliated