When OSHA said it had received an anonymous complaint about safety conditions at one of Brocon Petroleum’s work sites, executives there had a pretty good idea who made the call. So the Freehold-based company fired the employee.
OSHA did not take it well. It slapped Brocon with retaliation charges in addition to the list of safety violations identified in inspectors’ visits.
Brocon agreed to settle the matter by removing all references to the event from the fired employee’s record and agreeing to give the ex-employee a positive reference.
Brocon also agreed to pay the terminated employee $7,500. But when the check never materialized, OSHA ran out of patience. It sent marshals to the home of Brocon President Richard Kohler’s house—and they seized his car to settle the debt.
Note: This is not your Bush administration’s OSHA. The agency is serious about enforcing standards. Retaliatory games will not sit well with this administration.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Ban vulgar jokes, comments on breastfeeding
- Reconsider if complaint that led to firing is recanted
- Too much time online can be misconduct
- After firing, counter frivolous lawsuits with solid documentation of poor performance