It comes as a bolt out of the blue: The Florida Commission on Human Relations (FCHR) notifies you that there’s “reasonable cause” to believe retaliation was the reason a female employee lost out on a promotion to a male co-worker.
But it was a clean promotion process! HR and topmade the decision after reviewing the candidates’ files, and disciplinary records.
Both employees were interviewed. The man got the job—in part because of a glowing recommendation from the manager who supervised both candidates.
How could the FCHR conclude bias or retaliation was a factor? Back up to the manager’s recommendation.
It turns out, the boss had it in for the woman because she had once filed a discrimination complaint against him when they both worked for another company. His strong recommendation in the man’s favor—driven by retribution—tainted an otherwise neutral decision-making process. And that’s ret...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Ban all age bias; states OK youth-bias claims
- 'Offering' chance to quit may still be constructive discharge
- Random wisdom from this week's SHRM conference
- How far can we go to discipline employees for criticizing us online?